What Is It?
Selection bias is a fault in testing, in which the correct procedures are not taken to choose a good sample to undertake a test, which can result in wrong findings from the data collected. In relation to the recruitment process, it can have a big effect on the individuals that may possibly be chosen for a job role. There are a few types that can occur in the recruitment process:
Adverse Effect – In which one sub-group is unjustifiably removed from selection due to pass rate numbers.
Indirect Discrimination – Which is when a job role or procedure may inhibit certain people, such as disabled people, from successfully applying for the job.
Direct Discrimination – Which is when there is an obvious unfavourable view of a person because of a trait, or characteristic, and they are not chosen to take part in the recruitment process/assessment.
There are also the selection biases that occur when undertaking any type of test or assessment such as ‘sampling bias’, which means the way the test sample was included. This could include demographic factors meaning individuals far from the site of testing are not considered; self-selection, which means people have themselves chosen to go for the test, regardless of aptitude; and non-random sampling. Non-random samples are when certain people have been picked to take part for their traits or abilities. With regard to the recruitment process, it would work favourably for an employer to carefully choose the people they want for assessment, as it would ensure no one completely unsuitable would get to interview level. Companies must be cautious of directly or indirectly discriminating against certain sub-groups, as they could be missing out on suitable candidates for reasons that will not affect their ability to perform the task in hand. Therefore, making sure the psychometric tests employed for recruitment are not bias to any sub-group of people, will lead to a wider pool of possible candidates for the company to choose from.