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This study evaluates whether employer-sponsored practice testing reduces subgroup differences through an equalizing preparation opportunity framework based on access to information and practice. A large diverse operational sample shows practice-test takers score higher on actual tests, with minorities gaining more and reducing adverse impact while retaining validity.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/using-practice-employment-tests-in-recruitment-and-selection-to-equalize-preparation-opportunities/297865/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/using-practice-employment-tests-in-recruitment-and-selection-to-equalize-preparation-opportunities/297865.png","ImageObject",300,407,{"name":92,"@type":93},"Kurz","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-20","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What adverse impact-validity tradeoff does the study address?","Question",{"text":112,"@type":113},"The study targets the tradeoff where highly predictive and affordable employment tests can produce lower hiring outcomes for racioethnic minority subgroups, creating discrimination-related legal risk.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does employer-sponsored practice testing affect test performance?",{"text":117,"@type":113},"Candidates who took the practice test scored higher on the actual tests than those who did not, improving expected passing estimates and increasing application likelihood.",{"name":119,"@type":110,"acceptedAnswer":120},"Do racioethnic minorities benefit differently from practice tests?",{"text":121,"@type":113},"Yes. Racioethnic minorities achieved greater score gains than racial non-minorities, reducing subgroup mean differences and subsequent adverse impact across major minority groups.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},297865,1789748636,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":39,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":129,"read_time":144},2336478945635,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Human Resource Management  \nORIGINAL ARTICLE  OPEN ACCESS   \nUsing Practice Employment Tests in Recruitment and Selection to Equalize Preparation Opportunities  \nEmily D. Campion1  | Michael A. Campion2   \n1Department of Management & Entrepreneurship, University of Iowa, Iowa City, Iowa, USA | 2Department of Business, Purdue University, West Lafayette, Indiana, USA  \nCorrespondence: Emily D. Campion ([emily-campion@uiowa.edu](emily-campion@uiowa.edu))  \nReceived: 22 July 2024 | Revised: 10 January 2025 | Accepted: 13 January 2025  \nFunding: The authors received no specific funding for this work.  \nKeywords: adverse impact | employment testing | ethnic subgroup differences | personnel selection | practice test | racial subgroup differences  \nABSTRACT  \nHuman resources (HR) managers struggle to manage the adverse impact-validity tradeoff where some of the most predictive and affordable hiring procedures, such as mental ability tests, often result in lower hiring rates for racioethnic minority subgroups of candidates, thus creating legal risks due to anti-discrimination laws. In this study, we examine whether employer-sponsored practice testing will reduce subgroup differences in test performance by offering an equalizing preparation opportunity framework based on the tenant of access, including access to information and opportunities to perform. In a large diverse sample inan operational selection context (Npractice test = 29,626; Nactual test = 18,408; Nboth = 5078), we found that candidates who took the practice test scored higher on the actual tests than those who did not. All candidates benefitted by receiving an accurate estimate of passing the actual test and increasing their likelihood of applying. Further, racioethnic minorities realized greater score gains than racial non-minorities, thereby reducing subgroup mean differences and subsequent adverse impact. The results were supportive for all major racioethnic minority subgroups (Asians, Blacks or African Americans, and Hispanics), and effect sizes were meaningfully large. Finally, we examined differences in other preparation tactics (e.g., gaining additional experience, using study guides) and found that racioethnic minorities were likely to use some tactics more than racioethnic non-minorities, but not the most predictive tactics. We conclude that HR managers should consider equalizing preparation opportunities, specifically practice testing, to help address the adverse impact-validity tradeoff by reducing impact without abandoning valid employment tests.  \n1 | Introduction  \nOne of the most fundamental challenges facing Human Resource (HR) managers in employee selection is that the most valid hiring procedures tend to show the greatest differences in scores between racioethnic subgroups, thus creating disparities in passing rates (i.e., adverse impact) . Most notably, mental ability employment tests, as well as any hiring assessment or  \nrequirement that reflects cognitive skills, tend to have higher validity in predicting job performance, but also larger subgroup differences compared to non-cognitive assessments such as personality tests, work experience, interests, and references, which have much lower validity (e.g., Morgeson et al. 2007; Schmidt and Hunter 1998; Sackett et al. 2022). Adverse impact can lead to lawsuits alleging discrimination because it establishes a prima facie case of disparate impact under U.S. employment law and  \n\n| Previous versions of this research were presented at the 2017 annual conference of the Society for Industrial and Organizational Psychology in Orlando, FL.[Correction added on 12 February 2025, after first online publication: The article title has been corrected in this version.] |\n| --- |\n| This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no","cbCaipNebbZkWhbt","https://ap.wps.com/l/cbCaipNebbZkWhbt","pdf",366514,21,"English","# Abstract\n# Introduction","[{\"question\":\"What adverse impact-validity tradeoff does the study address?\",\"answer\":\"The study targets the tradeoff where highly predictive and affordable employment tests can produce lower hiring outcomes for racioethnic minority subgroups, creating discrimination-related legal risk.\"},{\"question\":\"How does employer-sponsored practice testing affect test performance?\",\"answer\":\"Candidates who took the practice test scored higher on the actual tests than those who did not, improving expected passing estimates and increasing application likelihood.\"},{\"question\":\"Do racioethnic minorities benefit differently from practice tests?\",\"answer\":\"Yes. Racioethnic minorities achieved greater score gains than racial non-minorities, reducing subgroup mean differences and subsequent adverse impact across major minority groups.\"}]","Using Practice Employment Tests in Recruitment and Selection to Equalize Preparation Opportunities | PDF",53]