Adverse impact, job performance, and diversity outcomes of applicant attraction: A simulation and paradox

Jones et al. (2022) specified conditions where applicant attraction on vocational interests would reduce adverse impact, by treating vocational interests as an attraction variable that can be related to both race and the predictor composite. We extend Jones et al.'s model of attraction and adverse impact to also include (a) job performance outcomes and (b) diversity (proportion of hires from the minority group), by comparing six generic applicant attraction scenarios. Using Monte Carlo simulations of a hiring process where applicants are attracted simultaneously based on minority/majority status (e.g., diversity recruiting) and/or on applicant qualifications (e.g., qualifications-based recruiting), prior to being screened on a selection predictor composite, we formalize the patterns of attraction effects on adverse impact, diversity, and job performance. Results reveal a paradox: No single attraction scenario improves all three outcomes (adverse impact, diversity, and job performance), although there exist applicant attraction conditions that can improve any two of the three. The pattern of attraction scenario results and the paradox persisted across a wide range of predictor composites. Counterintuitive implications for practice are discussed. (PsycInfo Database Record (c) 2026 APA, all rights reserved).