Personnel selection systems affect diversity because they are the way organizations choose who is hired. Research on personnel selection systems and diversity is reviewed, with a particular focus on racial/ethnic diversity. Topics covered include the interrelated concepts of adverse impact and subgroup mean differences, research on why mean differences exist, and which selection predictors (particularly, cognitive ability tests) are most likely to cause adverse impact due to these mean differences. The historical perspective that organizations face a dilemma due to cognitive ability tests having the greatest validity and largest racial/ethnic subgroup mean differences is reviewed. Additionally, recent research is covered that suggests the validity of cognitive ability tests has been substantially overestimated, which has significant implications for the “validity-diversity dilemma.”

中文翻译：

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人才选拔制度和多样性


人员选拔系统会影响多样性，因为它们是组织选择录用人员的方式。回顾了对人员选拔系统和多样性的研究，特别关注种族/民族多样性。涵盖的主题包括不利影响和亚组平均差异的相互关联概念，关于平均差异存在原因的研究，以及哪些选择预测因子（特别是认知能力测试）最有可能由于这些平均差异而造成不利影响。回顾了组织由于认知能力测试具有最大效度和最大的种族/民族亚组平均差异而面临困境的历史观点。此外，最近的研究表明，认知能力测试的有效性被大大高估了，这对“有效性-多样性困境”具有重大影响。