Implications of diversity cues in recruitment and assessment materials: Reactions and performance

Abstract

Cues regarding organizational diversity in recruitment and assessment materials can serve as signals to infer how members of a social group are treated. However, theory on identity–contingency (diversity) cues provides little guidance as to how the interaction of multiple cues impacts performance on selection tools. In an experiment, racial diversity cues in employee testimonials and situational judgment test (SJT) items were manipulated in a simulated selection process to examine implications for individuals' performance and reactions. SJT diversity cues indirectly reduced SJT performance via lower attentiveness. Individuals also evaluated an SJT with diversity cues to be less related to the job than a similar, nondiverse version, whereas perceptions of the assessment's predictive validity and opportunity to perform on it were unaffected. Effects on assessment reactions did not vary as a function of participant race or the presence of diversity cues in employee testimonials. Individuals who watched testimonials with more diverse speakers were subsequently more attracted to the organization if the testimonials were followed by the SJT with more diverse representation in items. Implications for assessment design and recruitment are discussed.