Cognitive Ability Testing and Employment Selection: Does Test Content Relate to Adverse Impact?

Cognitive ability tests are commonly used in the employment selection process. Despite their criterion-related validity, they also demonstrate adverse impact (Campbell, 1996; Hartigan & Wigdor, 1989; Hunter & Hunter, 1984). This study assessed two cognitive ability tests (one with verbal, numeric and spatial subtests- the General Aptitude Test Battery and the other predominantly spatial- the Raven’s Standard Progressive Matrices) as selection tools for police constable applicants with a specific focus on adverse impact. Both the Raven’s Standard Progressive Matrices (SPM) and General Aptitude Test Battery (GATB) demonstrated adverse impact against minority candidates. Implications for research and practice on the use of cognitive ability testing in employment selection are discussed