A few years ago I was interviewing for a position with a subdivision of a large company in New York City. One of the things that hit me as odd about this interview was that the recruiter was ...
Reducing adverse impact, discrimination and unfairness when using psychological assessments for selection purposes
How can we reduce adverse impacts such as bias, discrimination, and unfairness when using cognitive ability tests and personality tests for selection purposes in an international context?
I've seen a little bit of discussion in the media about Facebook being used in selection and recruitment settings. Assuming an employer can gain access to a person's Facebook profile, have any ...