ABSTRACT

Cognitive ability tests (CAT) correlate with measures of job performance across many jobs. CATs produce racial differences that are 3 to 5 times larger than other predictors that are valid predictors of job performance. The controversy surrounding the use of CATs in employment selection arises from the fact that these tests produce large differences in the scores of racial groups. CATs typically produce a standardized mean difference between African American and White applicants of one standard deviation. The severe adverse impact produced by CATs makes them controversial because employers typically have multiple goals when making employment selection decisions. Proponents of the use of CATs offer as the primary basis for their enthusiasm the ubiquitous and robust validity of the instruments across almost all jobs. Some proponents of the use of CATs in employment also argue that attempts to reduce the adverse impact of such tests by increasing minority hiring substantially degrades utility.