{"id":3242,"date":"2014-04-03T16:27:29","date_gmt":"2014-04-03T16:27:29","guid":{"rendered":"http:\/\/affirmativeaction.com\/?p=3242"},"modified":"2024-11-15T14:41:52","modified_gmt":"2024-11-15T22:41:52","slug":"using-sat-scores-for-employment-decisions","status":"publish","type":"post","link":"https:\/\/biddle.com\/blog\/2014\/04\/03\/using-sat-scores-for-employment-decisions\/","title":{"rendered":"Is it a Good Idea to use SAT Scores for Making Employment Decisions?"},"content":{"rendered":"<p><strong>by\u00a0<a title=\"Dan A. Biddle, Ph.D.\" href=\"http:\/\/biddle.com\/bios-biddle.php\" target=\"_blank\" rel=\"noopener noreferrer\">Dan A. Biddle, Ph.D.<\/a><\/strong><\/p>\n<p>Many recent news posts reveal that some employers are beginning to use SAT scores as \u201cfactors\u201d in the hiring process. Examples include:<\/p>\n<ul>\n<li><a href=\"http:\/\/clomedia.com\/materials\/view\/292\" target=\"_blank\" rel=\"noopener noreferrer\">http:\/\/clomedia.com\/materials\/view\/292\u00a0<\/a><\/li>\n<li><a href=\"http:\/\/time.com\/10693\/your-sat-scores-will-come-back-to-haunt-you\" target=\"_blank\" rel=\"noopener noreferrer\">http:\/\/time.com\/10693\/your-sat-scores-will-come-back-to-haunt-you<\/a><\/li>\n<li><a href=\"http:\/\/online.wsj.com\/news\/articles\/SB10001424052702303636404579395220334268350\" target=\"_blank\" rel=\"noopener noreferrer\">http:\/\/online.wsj.com\/news\/articles\/SB10001424052702303636404579395220334268350<\/a><\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright  wp-image-1891\" title=\"Recruitment Decisions\" src=\"http:\/\/www.opac.com\/wp-content\/uploads\/2014\/04\/employment-decisions-300x196.jpg\" alt=\"Recruitment Decisions\" width=\"240\" height=\"157\" \/>While arguments abound regarding the benefits of using SAT scores as indicators of future job success (especially for jobs dealing with vast volumes of complex information), <strong>is this a safe practice for employers from a Title VII (test discrimination) perspective?<\/strong> Another important question is: \u201c<strong>Do SAT scores provide more useful information on applicant quality than other measures?<\/strong>\u201d Let\u2019s take these questions one at a time\u2026<\/p>\n<p><strong>First, the Title VII liability issue.<\/strong> When it comes to test discrimination liability, Title VII is quite straight forward: If an employer uses a \u201cpractice, procedure, or test\u201d (or \u201cPPT\u201d) that results in success rates that are significantly different between groups, such PPT is actionable (by either plaintiff or federal regulatory groups) under Title VII. This means that the employer can be taken into court and required to \u201cmake a demonstration\u201d that their challenged PPT is \u201cjob related for the position in question and consistent with business necessity\u201d (1991 Civil\u00a0Rights Act, Section 703[k][1][A][i]). Because SAT scores might not directly map to concrete and observable skills and abilities that are needed for many jobs, making such a \u201cjob relatedness demonstration\u201d would rely on either \u201cconstruct\u201d or \u201ccriterion-related\u201d validity defense under the current federal testing regulations (the \u201c<a title=\"Uniform Guidelines\" href=\"http:\/\/www.UniformGuidelines.com\" target=\"_blank\" rel=\"noopener noreferrer\">Uniform Guidelines<\/a>,\u201d 29 CFR 1607).<\/p>\n<p>Both of these techniques would require the employer to prove that SAT scores were statistically significantly correlated with meaningful aspects of job performance. In other words, SAT scores would have to directly translate to job performance in a statistically meaningful way. While conducting such a study might prove this out, the employer is still taking a substantial risk!<\/p>\n<p>Note that such a case would also depend on just how the SAT scores were used\u2014whether they were used in a fixed way or if they were only \u201csoft considerations\u201d combined with many other data points. Further, employers would be challenged to defend SAT scores if they were used by different hiring managers in different ways.<\/p>\n<p><strong>Second, do SAT scores provide more useful information regarding applicant quality than other measures?<\/strong> The short answer is \u201cnot likely.\u201d This is because human performance is made up of a myriad of different factors, including smarts, personality traits, drive, experience, discipline, background, motivation, and the list goes on. Further, each of these performance ingredients is needed in different levels, and in some cases different ways, for various positions. That\u2019s why the best selection process is always one that \u201cwraps\u201d various PPTs around the specific job by profiling the job using a thorough <a title=\"Benefits of a Job Analysis\" href=\"http:\/\/autogoja.com\/benefits_of_job_analysis.html\" target=\"_blank\" rel=\"noopener noreferrer\">job analysis<\/a>. Only then can the employer be sure that the most important success factors are being properly measured and weighted in a selection process.<\/p>\n<p><a title=\"Biddle Consulting Group\" href=\"https:\/\/www.biddle.com\" target=\"_blank\" rel=\"noopener noreferrer\">Our firm<\/a> has developed hundreds of custom PPTs for hundreds of employers. We\u2019ve also defended several tests in litigation settings. If I had to choose between a quick and easy measure like SAT scores (perhaps coupled with an interview) and a robust selection system that considered several different competencies and weighted them according to the specific job needs, I would choose the latter every time.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>by\u00a0Dan A. Biddle, Ph.D. Many recent news posts reveal that some employers are beginning to use SAT scores as \u201cfactors\u201d in the hiring process. Examples include: http:\/\/clomedia.com\/materials\/view\/292\u00a0 http:\/\/time.com\/10693\/your-sat-scores-will-come-back-to-haunt-you http:\/\/online.wsj.com\/news\/articles\/SB10001424052702303636404579395220334268350 While arguments abound regarding the benefits of using SAT scores as indicators of future job success (especially for jobs dealing with vast volumes of complex information), [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[560],"tags":[66,244,352],"class_list":{"0":"post-3242","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-employment-testing","7":"tag-job-analysis","8":"tag-title-vii","9":"tag-uniform-guidelines","10":"entry"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Is it a Good Idea to use SAT Scores for Making Employment Decisions? &#187; Biddle Consulting Group News<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/biddle.com\/blog\/2014\/04\/03\/using-sat-scores-for-employment-decisions\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Is it a Good Idea to use SAT Scores for Making Employment Decisions? &#187; Biddle Consulting Group News\" \/>\n<meta property=\"og:description\" content=\"by\u00a0Dan A. Biddle, Ph.D. Many recent news posts reveal that some employers are beginning to use SAT scores as \u201cfactors\u201d in the hiring process. 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Biddle, Ph.D. Many recent news posts reveal that some employers are beginning to use SAT scores as \u201cfactors\u201d in the hiring process. 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