Journal of Applied Psychology · 2009 · 159 citations · 74 references
ManagementHuman Resource ManagementOrganizational BehaviorIndividual DifferencesRecruitmentTalent ManagementCandidate AttractionDiversity RecruitmentPersonnel SelectionRecruitment StrategySelection CriteriaTalent Pool ManagementApplicant Pool AnalysisCognitive Ability ProfilesEmployee Recruitment StrategyOrganizational ImagePolicy-capturing ModelsProductivitySelective RecruitmentUnderrepresented Populations
Recruiting-based methods can avoid adverse impact while maintaining aggregate productivity, addressing the presumed tradeoff between diversity and performance. The authors aim to extend prior work on applicant pool characteristics for resolving adverse impact by demonstrating the benefits of simultaneous cognitive ability and personality recruiting. They illustrate this by modeling simultaneous cognitive ability and personality recruiting. An algebraic recruiting model shows that recruiting for cognitive ability and conscientiousness within underrepresented groups increases average hire performance and representation, and policy‑capturing studies suggest that organizational image features can attract applicants with specific personalities and abilities.
Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting-based methods for avoiding adverse impact while maintaining aggregate individual productivity. To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability- and personality-based recruiting. Results of an algebraic recruiting model support general recruiting for cognitive ability, combined with recruiting for conscientiousness within the underrepresented group. For realistic recruiting effect sizes, this type of recruiting strategy greatly increases average performance of hires and percentage of hires from the underrepresented group. Further results from a policy-capturing study provide initial guidance on how features of organizational image can attract applicants with particular job-related personalities and abilities, in addition to attracting applicants on the basis of demographic background.
74