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DIFFERENTIAL DROPOUT RATES OF MINORITY AND MAJORITY JOB CANDIDATES DUE TO “TIME LAGS” BETWEEN SELECTION PROCEDURES

DIFFERENTIAL DROPOUT RATES OF MINORITY AND MAJORITY JOB CANDIDATES DUE TO “TIME LAGS” BETWEEN... RICHARD D. ARVEY’, MICHAEL E. GORDON, AND DOUGLAS P. MASSENGILL The University of Tennessee STEPHEN J. MUSS10 Minneapolis Civil Service seems that at least one outcome of recent governmental antidiscrimination legislation and affirmative action programs is that organizations are actively searching for minority candidates who can fulfill the selection requirements for particular jobs. The focus of recent research on the problems associated with minority group employment has concerned the possibility that “unfair test discrimination” might exclude disproportionate numbers of minority members from the available labor pool (Bartlett and O’Leary, 1969; Arvey and Mussio, 1973; Cole, 1972). However, a related issue which seems to have been ignored is that simply the time lag between the initial application and subsequent psychological testing or other selection procedures (interview, physical, etc.) may represent a significant barrier in the recruitment and hiring of minority group applicants. This view is suggested by the research of Hunt and Cohen (1971) who reported that over half of the white candidates for a patrolman job who passed the first written exam did not continue to the point where they had completed all the selection hurdles even though they had not been officially eliminated. Black candidates exhibited an http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

DIFFERENTIAL DROPOUT RATES OF MINORITY AND MAJORITY JOB CANDIDATES DUE TO “TIME LAGS” BETWEEN SELECTION PROCEDURES

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References (4)

Publisher
Wiley
Copyright
Copyright © 1975 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1975.tb01378.x
Publisher site
See Article on Publisher Site

Abstract

RICHARD D. ARVEY’, MICHAEL E. GORDON, AND DOUGLAS P. MASSENGILL The University of Tennessee STEPHEN J. MUSS10 Minneapolis Civil Service seems that at least one outcome of recent governmental antidiscrimination legislation and affirmative action programs is that organizations are actively searching for minority candidates who can fulfill the selection requirements for particular jobs. The focus of recent research on the problems associated with minority group employment has concerned the possibility that “unfair test discrimination” might exclude disproportionate numbers of minority members from the available labor pool (Bartlett and O’Leary, 1969; Arvey and Mussio, 1973; Cole, 1972). However, a related issue which seems to have been ignored is that simply the time lag between the initial application and subsequent psychological testing or other selection procedures (interview, physical, etc.) may represent a significant barrier in the recruitment and hiring of minority group applicants. This view is suggested by the research of Hunt and Cohen (1971) who reported that over half of the white candidates for a patrolman job who passed the first written exam did not continue to the point where they had completed all the selection hurdles even though they had not been officially eliminated. Black candidates exhibited an

Journal

Personnel Psychology – Wiley

Published: Jun 1, 1975

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