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Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact.

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References

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1997IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION TESTS: MULTIVARIATE FRAMEWORKS FOR STUDYING TEST VALIDITY189 cited
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1996MULTI‐STAGE SELECTION STRATEGIES: A MONTE CARLO INVESTIGATION OF EFFECTS ON PERFORMANCE AND MINORITY HIRING96 cited
1997The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance.80 cited

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2002Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research1,059 cited
2002Can Conflicting Perspectives on the Role of g in Personnel Selection Be Resolved?48 cited
2007

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An investigation into the internal structure of the learning potential construct as measured by the APIL-B test battery

27 cited

2007Confessions, scapegoats and flying pigs: Psychometric testing and the law26 cited

2001Sample Size Required for Adverse Impact Analysis25 cited