Challenging Conclusions About Predictive Bias Against Hispanic Test Takers in Personnel Selection

Paul R. Sackett, Charlene Zhang, Christopher M. Berry

Research output: Contribution to journalArticlepeer-review

6 Scopus citations


Berry et al. (2020) noted that predictive bias is a function of three factors: subgroup mean difference on the predictor (dx), subgroup mean difference on the criterion (dy), and test validity (rxy). They used meta-analytic estimates of each of these three to examine predictive bias against Hispanic test takers when cognitive tests are used in personnel selection. They found that tests underpredict Hispanic job performance by an average of .21 SDs, which would call into question the fairness of cognitive test use in personnel selection. We located 119 studies in which all three parameters-dy, dx, and rxy-could be obtained, thus holding sample, setting, and operationalization constant in estimating the three parameters within each study. This produced a substantially different conclusion: We find that tests overpredict Hispanic performance by .04-.20 SDs, depending on assumptions made about artifact corrections. Factors contributing to differences between the two studies include differences in range restriction corrections, sample incomparability, and Berry et al.'s use of rxy estimated from the total sample rather than within the majority subgroup. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Original languageEnglish (US)
Pages (from-to)341-349
Number of pages9
JournalJournal of Applied Psychology
Issue number2
StatePublished - Nov 4 2021

Bibliographical note

Publisher Copyright:
© 2021 American Psychological Association


  • bias in testing
  • cognitive ability
  • job performance
  • predictive bias


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