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Innovative situational judgment tests (SJTs) using realistic response formats, like audiovisual constructed responses, significantly reduce immigrant-native score gaps without sacrificing predictive validity in employee selection.

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Area of Science:

  • Organizational Psychology
  • Human Resources Management
  • Psychometric Testing

Background:

  • Organizations face challenges in selecting immigrants due to potential score disparities between minority (immigrant) and majority (native) groups.
  • Traditional selection procedures may inadvertently widen these differences, impacting fairness and predictive accuracy.
  • Situational judgment tests (SJTs) are a common selection tool, but their response formats may influence observed group differences.

Purpose of the Study:

  • To investigate the impact of different SJT response formats on minority-majority differences in test scores.
  • To explore whether more realistic and engaging response formats can reduce score gaps while maintaining validity.
  • To examine the underlying mechanisms, such as cognitive load and rater effects, contributing to these differences.

Main Methods:

  • Two field experiments were conducted using SJTs with job seekers and incumbents.
  • Study 1 compared multiple-choice versus written constructed response formats.
  • Study 2 compared written constructed versus audiovisual constructed response formats, analyzing rater effects on anonymized responses.

Main Results:

  • Written constructed responses significantly reduced minority-majority differences compared to multiple-choice formats (d = .28 vs. d = .92).
  • Audiovisual constructed formats further reduced these differences (d = .09 vs. d = .41) without compromising validity.
  • Anonymized rater evaluations of transcribed audiovisual responses showed larger differences, suggesting rater bias reduction in the audiovisual format.

Conclusions:

  • Altering SJT response modality to more realistic formats, particularly audiovisual constructed responses, effectively minimizes score disparities between immigrant and native groups.
  • These findings suggest that SJTs can be designed to be more equitable and valid selection tools.
  • The study highlights the practical implications for organizational selection practices, advocating for the use of innovative response formats.