ABSTRACT
Organizations use employment tests and other assessment tools to select workers who are likely to perform well in their new jobs. In doing so, organizations hope to become more competitive by employing well-qualified staff and to save money that would otherwise be lost through poor employee performance. Even so, the validity of the selection procedure for identifying well-qualified workers, while it might be the paramount objective, is not the organization’s only concern. When designing employee selection procedures, organizations attempt to balance three goals:
Maximize validity.
Minimize adverse impact (i.e., test score differences between legally or societally significant subgroups).
Enhance the efficiency of the procedures.
