Previous studies have concluded that cognitive ability tests are not predictively biased against Hispanic American job applicants because test scores generally overpredict, rather than underpredict, their job performance. However, we highlight two important shortcomings of these past studies and use meta‐analytic and computation modeling techniques to address these two shortcomings. In Study 1, an updated meta‐analysis of the Hispanic–White mean difference (d‐value) on job performance was carried out. In Study 2, computation modeling was used to correct the Study 1 d‐values for indirect range restriction and combine them with other meta‐analytic parameters relevant to predictive bias to determine how often cognitive ability test scores underpredict Hispanic applicants’ job performance. Hispanic applicants’ job performance was underpredicted by a small to moderate amount in most conditions of the computation model. In contrast to previous studies, this suggests cognitive ability tests can be expected to exhibit predictive bias against Hispanic applicants much of the time. However, some conditions did not exhibit underprediction, highlighting that predictive bias depends on various selection system parameters, such as the criterion‐related validity of cognitive ability tests and other predictors used in selection. Regardless, our results challenge “lack of predictive bias” as a rationale for supporting test use.

中文翻译：

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重新审视针对西班牙裔美国求职者的认知能力测验的预测偏见

先前的研究得出的结论是，认知能力测试不会对美国裔西班牙裔求职者产生偏见，因为测验分数通常会高估而不是低估其工作表现。但是，我们强调了这些过去研究的两个重要缺点，并使用元分析和计算建模技术来解决这两个缺点。在研究1中，对西班牙裔-白人的平均绩效差异（d值）进行了更新的荟萃分析。在研究2中，使用计算建模来校正研究1 d间接范围限制的值，并将其与与预测偏差相关的其他荟萃分析参数结合起来，以确定认知能力测验分数多久预测出西班牙裔求职者的工作表现。在大多数计算模型条件下，西班牙裔申请人的工作表现被少量至中等程度的预测不足。与以前的研究相比，这表明认知能力测验在很多时候都有望表现出对西班牙裔申请人的预测偏见。但是，某些情况并未表现出预测不足，突显了预测偏差取决于各种选择系统参数，例如与标准相关的认知能力测试的有效性以及选择中使用的其他预测因素。无论如何，我们的结果挑战了“缺乏预测偏差”作为支持测试使用的理由。