Which measures help reduce adverse impact in recruiting?

• A. Using a single cutoff score for all applicants.
• B. Ignoring job analysis and relying on gut judgments.
• C. Shortening the selection process to speed hiring.
• D. Ensuring verbal ability and reading levels align with job requirements based on a valid job analysis and using banding for close scores.

Answer: (D)

Reducing adverse impact in recruiting comes from tying selection tools directly to what the job actually requires and applying fair rules when making decisions. A valid job analysis identifies the essential duties and the competencies that truly predict success; when tests and criteria are anchored to those requirements, they measure what matters and are less likely to filter out qualified applicants from different groups. Using banding for scores near the decision point helps avoid rigid cutoffs that can produce unfair disparities, allowing small, potentially random differences in test results to be considered alongside overall qualifications. This combination—linking measures to job needs and applying fair scoring bands—improves validity and fairness, unlike relying on gut judgments, ignoring job analysis, or rushing the process.