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- Christopher M Berry, Melissa L Gruys, and Paul R Sackett.
- Department of Psychology, University of Minnesota, Minneapolis, MN 55455, USA. berr0159@umn.edu
- J Appl Psychol. 2006 May 1; 91 (3): 696-705.
AbstractThe 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.
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