It seems that using factors that cause good/bad job performance is normal hiring procedure whereas using factors that only correlate with good/bad job performance is statistical discrimination (thx for the link Emile)
So using things like test scores, impressions from interviews, etc., is statistical discrimination?
It seems that using factors that cause good/bad job performance is normal hiring procedure whereas using factors that only correlate with good/bad job performance is statistical discrimination
So using things like test scores, impressions from interviews, etc., is statistical discrimination?
hmmm. Yes that statement is probably not correct. I guess your examples are observations that correlate with factors that cause good/bad job performance. Why is it more acceptable? Maybe because the link is much clearer/ correlation is much stronger?
So using things like test scores, impressions from interviews, etc., is statistical discrimination?
hmmm. Yes that statement is probably not correct. I guess your examples are observations that correlate with factors that cause good/bad job performance. Why is it more acceptable? Maybe because the link is much clearer/ correlation is much stronger?
Because you’ve drilled as far as you can before making a determination.