The Impact on Utility,Race,and Gender Using Three Standard Methods of Scoring Selection Examinations

Abstract

This study examined the utility implications of three commonly used personnel selection methods in terms of social and economic equity. The comparative analysis stemmed from the controversial issues of weighing social policy as identified by EEOC standards and affirmative action guidelines against an employer's right to hire the most productive job applicants. How the social equity and productivity issues are addressed, according to an organization's desired outcomes, can help determine the type of selection procedure adopted. In terms of productivity, the top-down raw score approach was by far the best, followed by the minimum cutoff procedure and the within-group standardized score method produced the greatest selection of minority groups, followed by the minimum cutoff procedure and the top-down raw score approach. The top-down raw score approach clearly showed a disparate impact on minority groups, while the within-group standardized scoring method demonstrated adverse impact on the white group, indicating a potential for reverse discrimination. The results from comparing these selection strategies in terms of the gain in productivity and in social equity are of enormous assistance when making a final decision as to the appropriate selection strategy.