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Home arrow Psychology arrow The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention
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Methods

In the following subsections, we review earlier findings regarding Latino/Hispanic-White group mean score differences on the methods of interviews, biodata, assessment centres, simulations and situational judgement tests. We repeat that racial-ethnic group mean score differences in each method largely depend on the saturation of various constructs, most notably cognitive ability (Bobko & Roth, 2013). Thus, while some limited estimates of the Latino/Hispanic-White ds exist for the various methods, these differences may be a function of the constructs that the methods aim to assess.

Interviews

Huffcutt and Roth’s (1998) meta-analysis found a mean d of 0.25 favouring Whites (k = 15, N = 4,902). However, they identified the level of structure and job complexity as moderators (all ds favour Whites unless otherwise noted). Interviews with lower structure demonstrated a d of 0.71 (k = 3, N = 667) as compared with a d of 0.17 (k = 12, N = 4,235) for interviews with a higher degree of structure. Interviews for low-, medium- and high- complexity jobs demonstrated respective ds of 0.54 (k = 5, N= 1,598), 0.20 (k=6, N = 2,553) and 0.23 (favouring Latinos/Hispanics; k = 3, N = 545).

 
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