If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ________.
A) this can never happen and the method of calculating validity must be incorrect
B) this is a common circumstance and the predictor should be used
C) if the predictor is highly correlated with other predictors, this will compensate for adverse impact
D) legal problems could result and alternative predictors should be sought

Question

Quizplus · Accepted Answer

High validity means that the predictor is effective in forecasting job success, but high adverse impact means that it discriminates against certain groups of people. This can potentially lead to legal problems and alternative predictors should be sought to avoid discrimination.

If an HR Specialist Is Assessing the Usefulness of Predictors