Hiring on vocational interests to simultaneously improve validity and organizational diversity

Abstract

We discuss how using vocational interests in the selection process can help address the diversity‐validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive validity of vocational interests arises from their ability to capture the congruence between individuals and occupations, which is a cross‐level phenomenon. Thus, when gathering validity evidence for vocational interests, multi‐occupation samples should be incorporated into validation efforts.