Too intelligent for the Job? The Validity of Upper Limit Cognitive Test Scores in Selection
SAM Advanced Management Journal
Employees must often evaluate large pools of applicants. Given the high costs associated with new hires that don't work out, employers may seek to narrow applicant pools. Since cognitive ability is an excellent predictor offuture job success, low limits on such tests have been used to eliminate applicants. Now upper-limit scores are also being used on the theory that over-qualified candidates may not be satisfactory. This practice survived a legal challenge in 1999, but managers should carefully consider the short- and long-term pros and cons before ruling out potentially over-qualified applicants.
intelligence testcognitive test scoresselection
Management Sciences and Quantitative Methods | Marketing
Karen M. Leonard and T. R. Miller (2003).
Too intelligent for the Job? The Validity of Upper Limit Cognitive Test Scores in Selection. SAM Advanced Management Journal.68 (2), 4-9, 55.