A good hiring test meets three criteria, says Fred Oswald, an industrial-organizational psychologist with expertise in personnel selection and analytics and a professor in the department of psychological sciences at Rice University. It’s reliable, which means a job applicant who takes the test multiple times receives similar scores. It’s valid, in that it predicts employee criteria relevant to job performance. And it treats job applicants fairly no matter their gender, race and age, among other characteristics protected by federal law. So far, technology vendors have offered researchers little solid evidence that their hiring algorithms satisfy these criteria, Oswald says…
Rebecca Koenig, U.S. News & World Report
Hmmmm. A ranking system with questionable reliability, validity, and fairness, eh? I wonder what that’s like. Cough cough. – Ben
Read Hiring Algorithms Raise Questions of Validity and Bias in U.S. News & World Report.
