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This paper proposes a conceptual framework for when that trade-off should arise and tests the hypothesis using data from a national retail firm where 1,363 stores moved from informal screening to test-based worker assessment within a year.",{"@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":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/will-job-testing-harm-minority-workers-nber-working-paper-no-10763/298178/",{"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/will-job-testing-harm-minority-workers-nber-working-paper-no-10763/298178.png","ImageObject",300,407,{"name":92,"@type":93},"Aria Callaghan","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-10","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":19},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What trade-off does the paper focus on?","Question",{"text":112,"@type":113},"It focuses on the idea that job testing can improve selection efficiency while potentially reducing minority hiring opportunities.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does the paper evaluate whether the trade-off occurs?",{"text":117,"@type":113},"It develops a conceptual framework and evaluates evidence using data from a national retail firm that shifted from informal screening to test-based worker screening across 1,363 stores over one year.",{"name":119,"@type":110,"acceptedAnswer":120},"What are the main findings about minority hiring and productivity?",{"text":121,"@type":113},"Testing produced more productive hires, including a 10%+ increase in median tenure, while minority hiring showed no measurable impact; productivity gains were large and broadly uniform across minorities and non-minorities.","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},298178,1792230246,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":19,"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":144,"read_time":145,"preview_page_count":4},962084926284,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","NBER WORKING PAPER SERIES  \nWILL JOB TESTING HARM MINORITY WORKERS?  \nDavid H. Autor  \nDavid Scarborough  \nWorking Paper 10763  \n[http://www.nber.org/papers/w10763](http://www.nber.org/papers/w10763)  \nNATIONAL BUREAU OF ECONOMIC RESEARCH  \n1050 Massachusetts Avenue  \nCambridge, MA 02138  \nSeptember 2004  \nWe thank Daron Acemoglu, Joshua Angrist, David Card, John Donohue, Roland Fryer, Caroline Hoxby, Lawrence Katz, Edward Lazear, Michael Greenstone, Sendhil Mullainathan, Roberto Fernandez, numerous seminar participants, and especially Stacey Chen, Peter Schnabl and one incomparable referee for their contributions to the manuscript. Tal Gross provided stellar research assistance and Alan Baumbusch provided invaluable assistance with all data matters. Autor gratefully acknowledges financial support from the National Science Foundation (CAREER SES-0239538) and the Alfred P. Sloan foundation. Any opinions, findings and conclusions are those of the authors and do not necessarily reflect the views of the National Science Foundation or Kronos Incorporated, or those of the National Bureau of Economic Research.  \n© 2004 by David H. Autor and David Scarborough. All rights reserved. Short sections of text, not to exceed two paragraphs, may be quoted without explicit permission provided that full credit, including © notice, is given to the source.  \nWill Job Testing Harm Minority Workers? David H. Autor and David Scarborough NBER Working Paper No. 10763 September 2004, Revised January 2007 JEL No. D63,D81,J15,J71  \nABSTRACT  \nBecause minorities typically fare poorly on standardized tests, job testing is thought to pose an equity-efficiency trade-off: testing improves selection but reduces minority hiring. We develop a conceptual framework to assess when this tradeoff is likely to apply and evaluate the evidence for such a trade-off using data from a national retail firm whose 1,363 stores switched from informal to test-based worker screening over the course of on year. We document that testing yielded more productive hires at this firm--raising median tenure by 10-plus percent. Consistent with prior research, minorities performed worse on the test. Yet, testing had no measurable impact on minority hiring, and productivity gains were uniformly large among minorities and non-minorities. These results suggest that job testing raised the precision of screening without introducing additional negative information about minority applicants, most plausibly because both the job test and the informal screen that preceded it were unbiased.  \nDavid H. Autor  \nDepartment of Economics  \nMIT, E52-371  \n50 Memorial Drive Cambridge, MA 02142-1347 and NBER  \n[dautor@mit.edu](dautor@mit.edu)  \nDavid Scarborough  \nBlack Hills State University College of Business and Technology 1200 University Street, Unit 9551 Spearfish, South Dakota 57799-9551 and Kronos, Inc.  \n[dscarborough@unicru.com](dscarborough@unicru.com)  \nI Introduction  \nIn the early twentieth century, the majority of unskilled, industrial employees in the United States were hired with no systematic efforts at selection [Wilk and Cappelli, 2003] . Sanford Jacoby’s wellknown industrial relations text describes an early 20th century Philadelphia factory at which foremen tossed apples into crowds of job-seekers, and hired the men who caught them [Jacoby, 1985, p. 17] . These hiring practices are no longer commonplace. During the 1980s, as much as one-third of large employers adopted systematic skills testing for job applicants [Bureau of National Affairs, 1980 and 1988] . But skills testing has remained rare in hiring for hourly wage jobs, where training investments are typically modest and employment spells brief [Aberdeen, 2001] . Due to advances in information technology, these practices are poised for change. With increasing prevalence, employers use computerized job applications and assessments to administer and score personality tests, perform online background checks and guide hiring decisions.","cbCaid3Ps2fikx97","https://ap.wps.com/l/cbCaid3Ps2fikx97","pdf",629371,56,"English","# Introduction\n## Job testing and potential equity-efficiency trade-off\n## Disparate impact concerns and policy context","[{\"question\":\"What trade-off does the paper focus on?\",\"answer\":\"It focuses on the idea that job testing can improve selection efficiency while potentially reducing minority hiring opportunities.\"},{\"question\":\"How does the paper evaluate whether the trade-off occurs?\",\"answer\":\"It develops a conceptual framework and evaluates evidence using data from a national retail firm that shifted from informal screening to test-based worker screening across 1,363 stores over one year.\"},{\"question\":\"What are the main findings about minority hiring and productivity?\",\"answer\":\"Testing produced more productive hires, including a 10%+ increase in median tenure, while minority hiring showed no measurable impact; productivity gains were large and broadly uniform across minorities and non-minorities.\"}]","Will Job Testing Harm Minority Workers? - NBER Working Paper No. 10763 | PDF",1789752237,141]