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date: 10 April 2020

Abstract and Keywords

This chapter presents an analytic model for examining the effects of targeted recruiting with respect to two goals: improving diversity and improving job performance/academic performance. Results echo Newman and Lyon’s (2009) suggestion that targeted recruiting for diversity will have little effect on diverse hiring/admissions in typical high-stakes testing conditions, owing to the tendency to attract minority applicants with lower qualifications. This chapter thus illustrates why General Minority Recruiting research that focuses only on R × R two-way interactions ( R ecruiting technique ×  R ace) has limited or unknown practical implications. Instead, this chapter proposes a new focus on applicant  Qualification-Based Minority Recruiting . The new approach specifies a three-way interaction: R × R × Q, or the effect of  R ecruiting technique ×  R ace × applicant  Q ualifications in predicting organizational attractiveness/the probability of applying. Along the way, we derive a 4-Group analytic model from a 2 × 2 design that identifies four categories of job applicants by crossing demographic status (minority–majority) with recruiting condition (targeted recruiting intervention vs. no recruiting); and we define four key recruiting parameters by comparing the sizes and job qualifications of these four groups of applicants. This chapter also generally illustrates how to use analytic models of targeted recruiting based on mathematical relationships and Monte Carlo simulations.

Keywords: adverse impact, cognitive ability, diversity, job search, minority recruiting, organizational attraction, personality, person-job fit, race, recruitment

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