Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.

Cognitive ability tests (CATs) are used in employee selection and recruitment because they predict workplace performance.

“Cognitive ability tests (CATs) are used as part of selection and recruitment due to their utility in predicting workplace performance (Bertua et al., 2005;Sackett et al., 2022;Schmidt & Hunter, 1998)”

Sackett et al. (2022) reported a slightly smaller but still large effect size for Black-White CAT score differences in occupational samples (d = .79).

“A more recent meta-analysis by Sackett and colleagues (2022) reported a slightly smaller but still large effect size when looking at Black-White CAT score differences in occupational samples (d =.79).”

Organisations lack highly valid selection methods that do not show group differences.

“This is especially important when considering that organisations lack highly valid selection methods that don't show group differences (Sackett et al., 2022).”

AI-assisted hiring probably produces better decisions than most founders do unassisted, unstructured interviewing by founders being among the weaker predictors of job performance in the selection literature.

“AI-assisted hiring probably produces better decisions than most founders do unassisted, unstructured interviewing by founders being among the weaker predictors of job performance in the selection literature.”

The classic validity estimates have been revised downward, although the relative standing of structured methods has survived the correction.

“The classic validity estimates have been revised downward, although the relative standing of structured methods have survived the correction [24].”