SED banding considers the top 38% of the score range as a horizontal line for selection purposes ie. they have equal job performance predictions. A disadvantage of SED banding is that it could introduce selection criteria seeming to favour some groups over others. The overall advantage of banding is that the width of the band is tied directly to the reliability of the test. However, using wide bands makes it difficult for the employer to identify and pursue the highly valued candidates. As a result, selections from within a band have to be made. This is ultimately a waste of monetary, time and human resources.
Before making a test, develop a set of variables that you want to find in candidates within a band. Valid non-cognitive measures in selection along with GMA (general mental ability) measures, reduces adverse impact, increases validity and job performance of those hired. Any scoring system that ignores the most trivial difference between test scores loses some information (as the relationship between test scores and criteria of interest is mainly interchangeable). Therefore, it is better to treat most trivial differences in test scores as meaningful. When applicants have identical test scores, it is necessary to decide which additional criteria are considered important to the organisation, and use them as discriminators.
P-J and P-O fit is an evaluation of job applicants and can be a valuable tool in helping recruiters to distinguish between candidates and consequently, use both types of fit when selecting a suitable candidate for a job. This research on employee recruitment can help human resource management divisions to discriminate between potential candidates more efficiently.
Person-job (P-J) fit is the match between an applicant and the requirements of a specific job, especially between their knowledge, skills and abilities (KSAs) and the job demands. P-J fit is complementary and occurs when one entity completes another.