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Bias in Selection

In: The Theory and Practice of Systematic Personnel Selection

Author

Listed:
  • Mike Smith

    (University of Manchester)

  • Ivan T. Robertson

    (University of Manchester)

Abstract

Discrimination is the essence of good selection: an employer tries to discriminate between applicants who will be good workers and those who will be poor workers. Such discrimination is right and proper; it increases organisational efficiency, it conserves society’s resources and it saves many individuals the stress and strain of struggling to cope with jobs beyond their capabilities. However, this discrimination is justified only when it is based upon the ability to do the job concerned. In practically all circumstances the decision should not be influenced by the sex, colour, creed or politics of the applicant. If these factors are allowed to influence decisions it can mean that less satisfactory candidates are hired with inevitable organisational, individual and social consequences, and this is usually termed ‘bias’.

Suggested Citation

  • Mike Smith & Ivan T. Robertson, 1993. "Bias in Selection," Palgrave Macmillan Books, in: The Theory and Practice of Systematic Personnel Selection, edition 0, chapter 8, pages 146-158, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-1-349-22754-9_8
    DOI: 10.1007/978-1-349-22754-9_8
    as

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