{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/125670"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/125670","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Applicant attraction effects on adverse impact, diversity, and job performance: A simulation","abstract":"Submission published under a 24 month embargo labeled 'U of I Access', the embargo will last until 2026-08-01","abstract_html":"Submission published under a 24 month embargo labeled 'U of I Access', the embargo will last until 2026-08-01","abstract_has_math":false,"creators":["Cho, Matt"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"M.S.","degree_level":"Thesis","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Newman, Daniel A.","Alexander, Leo"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2024,"date_issued":"2024-08","date_published":"2024-08","updated_at":"2026-07-22T22:25:02Z","subjects":["Adverse Impact","Personnel Recruitment","Simulations"],"languages":["en","eng"],"rights":["Copyright 2024 Matt Cho"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://hdl.handle.net/2142/125670","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Newman, Daniel A.","Alexander, Leo"]},{"key":"dc:creator","label":"Author","values":["Cho, Matt"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2024-08","2024-06-26"]},{"key":"dc:type","label":"Dc Type","values":["text","Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["M.S."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Adverse Impact","Personnel Recruitment","Simulations"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en","eng"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2024 Matt Cho"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://hdl.handle.net/2142/125670"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Submission published under a 24 month embargo labeled 'U of I Access', the embargo will last until 2026-08-01","The student, Matt Cho, accepted the attached license on 2024-06-18 at 22:14.","The student, Matt Cho, submitted this Thesis for approval on 2024-06-18 at 22:21.","This Thesis was approved for publication on 2024-06-26 at 08:45.","DSpace SAF Submission Ingestion Package generated from Vireo submission #20852 on 2025-02-04 at 21:15:42","Jones et al. (2022) specified conditions where applicant attraction on vocational interests would reduce adverse impact. We extend the Jones model to include both (a) job performance outcomes and (b) diversity (proportion of hires from the minority group), while also elaborating on the underpinnings of the Jones et al. adverse impact results. Using Monte-Carlo simulations of a job hiring process where applicants are attracted based on vocational interests, we show how simultaneously attracting applicants on minority/majority status and on applicant qualifications specifically can affect adverse impact, diversity, and the job performance of new hires. Results reveal that no single attraction scenario improves all three outcomes (job performance, adverse impact, and diversity), although there is a subset of applicant attraction conditions that both reduces adverse impact and improves job performance. We further show how applicant attraction can have counterintuitive effects on the selection ratios of different groups, which in turn affects adverse impact in unexpected ways."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Applicant attraction effects on adverse impact, diversity, and job performance: A simulation"]}]}],"canonical_facts":{"dc:contributor":["Newman, Daniel A.","Alexander, Leo"],"dc:creator":["Cho, Matt"],"dc:date":["2024-08","2024-06-26"],"dc:description":["Submission published under a 24 month embargo labeled 'U of I Access', the embargo will last until 2026-08-01","The student, Matt Cho, accepted the attached license on 2024-06-18 at 22:14.","The student, Matt Cho, submitted this Thesis for approval on 2024-06-18 at 22:21.","This Thesis was approved for publication on 2024-06-26 at 08:45.","DSpace SAF Submission Ingestion Package generated from Vireo submission #20852 on 2025-02-04 at 21:15:42","Jones et al. (2022) specified conditions where applicant attraction on vocational interests would reduce adverse impact. We extend the Jones model to include both (a) job performance outcomes and (b) diversity (proportion of hires from the minority group), while also elaborating on the underpinnings of the Jones et al. adverse impact results. Using Monte-Carlo simulations of a job hiring process where applicants are attracted based on vocational interests, we show how simultaneously attracting applicants on minority/majority status and on applicant qualifications specifically can affect adverse impact, diversity, and the job performance of new hires. Results reveal that no single attraction scenario improves all three outcomes (job performance, adverse impact, and diversity), although there is a subset of applicant attraction conditions that both reduces adverse impact and improves job performance. We further show how applicant attraction can have counterintuitive effects on the selection ratios of different groups, which in turn affects adverse impact in unexpected ways."],"dc:format":["application/pdf"],"dc:identifier":["https://hdl.handle.net/2142/125670"],"dc:language":["en","eng"],"dc:rights":["Copyright 2024 Matt Cho"],"dc:subject":["Adverse Impact","Personnel Recruitment","Simulations"],"dc:title":["Applicant attraction effects on adverse impact, diversity, and job performance: A simulation"],"dc:type":["text","Thesis"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Thesis"],"thesis:degree_name":["M.S."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:25:02Z"}