Reducing adverse impact by hiring on vocational interests: A pareto-optimal approach.

In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off curve outward, creating superior diversity-validity outcome pairings. Empirical results based on meta-analytic estimates suggest that novel diversity benefits (at no loss in terms of validity) can be observed in two sets of scenarios: (a) when selecting on high levels of social or conventional vocational interests (i.e., when individuals enjoy social or conventional tasks) specifically when such interests are relevant to the job, and (b) when selecting on high levels of realistic, investigative, or artistic disinterests (i.e., when individuals find realistic, investigative, or artistic tasks aversive) specifically when such disinterests are relevant to the job. Implications for improving diversity through hiring on vocational interests and vocational disinterests, while simultaneously optimizing on job performance, are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).