Police selection includes a physical test with adverse impact and weak job-relatedness evidence. What should the recruitment strategy include?
Select an answer to reveal the explanation.
Short Explanation
A wider recruiting net still dumps people at a shaky physical test. Broken selection is a recruiting-strategy failure, not an EEO-later problem. Fix whether the test actually predicts the job.
Full Explanation
Recruitment strategy includes selection validity, not only outreach volume. When a police physical test shows adverse impact and weak job-relatedness evidence, the strategy must repair selection with job-related physical standards and documented validation evidence—not merely buy more outreach. A wider net still dumps candidates at a shaky gate; broken selection is a recruiting-strategy failure, not an EEO problem to defer until after the academy class is empty.
Increasing outreach while leaving the test unchanged grows the pool that fails an indefensible hurdle. Dropping all physical screening solely to erase adverse-impact statistics may abandon genuine job requirements that can be validated. Adding a diversity statement while continuing the same weak test is messaging without repair.
Exam caveat: repairing validity is not automatic elimination of all physical standards; job-related, validated standards can and often should remain. The concept is evidence-based selection repair as part of recruiting strategy.
Operational check: conduct or update a job analysis for physical demands; replace or revise the test with validated standards; document adverse-impact monitors; pause use of the weak test if counsel advises; and align outreach only after the gate is defensible.