Abstract
The authors examined the differences in mean level of cognitive ability and adverse impact that can be expected when selecting employees solely on educational attainment as a proxy for cognitive ability versus selecting employees directly on cognitive ability. Selection using cognitive ability worked as a more efficient cognitive screen. Imposing an educational attainment standard of at least 1 year of college, though, did result in noticeably higher levels of cognitive ability in potential applicant pools than did random selection, meaning that educational attainment does work as a cognitive screen. These results held not only in a nationally representative sample but also within and across 6 different occupational groups. Finally, adverse impact is examined for selection using educational attainment, compared with selection on the basis of cognitive ability.
Original language | English (US) |
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Pages (from-to) | 696-705 |
Number of pages | 10 |
Journal | Journal of Applied Psychology |
Volume | 91 |
Issue number | 3 |
DOIs | |
State | Published - May 2006 |
Keywords
- Adverse impact
- Cognitive ability
- Educational attainment