{"id":8854,"date":"2026-08-04T23:06:13","date_gmt":"2026-08-04T15:06:13","guid":{"rendered":"https:\/\/moresourcing.com\/the-elusiveness-of-merit-based-hiring\/"},"modified":"2026-08-04T23:06:13","modified_gmt":"2026-08-04T15:06:13","slug":"the-elusiveness-of-merit-based-hiring","status":"publish","type":"post","link":"https:\/\/moresourcing.com\/de\/the-elusiveness-of-merit-based-hiring\/","title":{"rendered":"The Elusiveness of Merit-Based Hiring"},"content":{"rendered":"<p><\/p>\n<div id=\"article-content\">\n<header class=\"article-header\">\n    <a href=\"https:\/\/sloanreview.mit.edu\/frontiers\/\" class=\"article-header__content-meta\"><span>Grenzen<\/span><\/a>     <\/p>\n<h2 class=\"article-header__deck\">DEI \ufeffcritics advocate for nominally \u201cmeritocratic\u201d approaches, but there are more rigorous ways to surface the best\ufeff candidates for jobs or promotions.<\/h2>\n<div class=\"article-header__info\">\n            <a href=\"#article-authors\" class=\"article-header__byline\">Kyle Brink<\/a><br \/>\n            <time class=\"article-header__date pub-date-dimension\" datetime=\"2026-08-04T07:00:00-04:00\" pubdate=\"\"><br \/>\n                <abbr class=\"published updated\" title=\"2026-08-04T07:00:00-04:00\">August 04, 2026<\/abbr><br \/>\n            <\/time><br \/>\n            <span class=\"article-header__reading-time\">Lesezeit: 8 Min\u00a0<\/span>\n        <\/div>\n<\/header>\n<div class=\"standard-content article-content\">\n<div class=\"article-left-col\">\n<section class=\"article-topics\">\n<h4 class=\"article-topics__title\">Themen<\/h4>\n<\/section>\n<section class=\"article-section\">\n<h4 class=\"article-section__title\">Grenzen<\/h4>\n<p>\n            Eine <cite>MIT SMR<\/cite> Initiative, die untersucht, wie die Technologie die Praxis des Managements umgestaltet.        <\/p>\n<p>        <a href=\"https:\/\/sloanreview.mit.edu\/big-ideas\/frontiers\/\" class=\"article-section__link\"><\/p>\n<p>           Mehr in dieser Serie<br \/>\n                      <\/a><\/p>\n<\/section><\/div>\n<aside class=\"article-ad ad-300  ad-300x250 ad-desktop\">\n<\/aside>\n<aside class=\"article-ad ad-300  ad-300x250 ad-mobile\">\n<\/aside>\n<figure class=\"article-inline\">\n<img fetchpriority=\"high\" decoding=\"async\" width=\"1290\" height=\"860\" alt=\"\" class=\"wp-image-128243\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/08\/The-Elusiveness-of-Merit-Based-Hiring.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-435x290.jpg 435w\" data-lazy-sizes=\"(max-width: 1290px) 100vw, 1290px\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/08\/The-Elusiveness-of-Merit-Based-Hiring.jpg\"\/><img fetchpriority=\"high\" decoding=\"async\" width=\"1290\" height=\"860\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/08\/The-Elusiveness-of-Merit-Based-Hiring.jpg\" alt=\"\" class=\"wp-image-128243\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2026\/08\/The-Elusiveness-of-Merit-Based-Hiring.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2026\/07\/2026FALL_Brink-1290x860-1-435x290.jpg 435w\" sizes=\"(max-width: 1290px) 100vw, 1290px\"\/><figcaption>\n<p class=\"attribution\">Patrick George\/Ikon Images<\/p>\n<\/figcaption><\/figure>\n<div class=\"article-summary\"><strong class=\"article-summary__strong\">Zusammenfassung: <\/strong><\/p>\n<p>Critics of diversity initiatives often present them as antithetical to hiring based on merit, but the two objectives are not at odds. Research shows that employing selection instruments and assessments that have been demonstrated to predict success on the job can advance both diversity and merit.<\/p>\n<\/div>\n<div class=\"article-narration\">\n<p>    <a href=\"#narration\" id=\"narrationModal\" class=\"j-audio-trigger current-speed\" title=\"The Elusiveness of Merit-Based Hiring\"><br \/>\n        <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"50\" height=\"50\" viewbox=\"0 0 50 50\" fill=\"none\">\n            <g clip-path=\"url(#clip0_2534_8292)\">\n            <g clip-path=\"url(#clip1_2534_8292)\">\n            <path d=\"M25 50C38.8071 50 50 38.8071 50 25C50 11.1929 38.8071 0 25 0C11.1929 0 0 11.1929 0 25C0 38.8071 11.1929 50 25 50Z\" fill=\"#005B9C\"\/>\n            <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M19.985 25.0001V17.0708C19.985 16.5579 20.6336 16.2585 21.1033 16.5547L27.245 20.4252L33.6852 24.4837C34.0849 24.7358 34.0849 25.2645 33.6852 25.5166L27.245 29.5753L21.1033 33.4458C20.6336 33.7418 19.985 33.4423 19.985 32.9294V25.0001Z\" fill=\"white\"\/>\n            <\/g>\n            <\/g>\n            <defs>\n            <clippath id=\"clip0_2534_8292\">\n            <rect width=\"50\" height=\"50\" fill=\"white\"\/>\n            <\/clippath>\n            <clippath id=\"clip1_2534_8292\">\n            <rect width=\"50\" height=\"50\" fill=\"white\"\/>\n            <\/clippath>\n            <\/defs>\n        <\/svg><br \/>\n        <span>Listen to \u201cThe Elusiveness of Merit-Based Hiring\u201d <span>(12:21)<\/span><\/span><br \/>\n    <\/a>\n<\/div>\n<p><span class=\"smr-leadin\">Since early 2025,<\/span> organizations seeking to curry favor with the current U.S. administration have disavowed earlier commitments to workforce diversity, equity, and inclusion (DEI) and proclaimed that their hiring practices are therefore meritocratic. But framing DEI and merit as antithetical dichotomies, as various executive orders have done, does not mean that abandoning the former results in the latter.<\/p>\n<p>Good DEI practice is designed to broaden the pool from which companies seek to <a href=\"https:\/\/sloanreview.mit.edu\/article\/how-to-build-diverse-leadership-teams-by-enlisting-stakeholders\/\">recruit top talent<\/a> rather than, say, limit their searches to members of reliable old boy networks. Good DEI practice does not replace hiring criteria like demonstrated talent and achievement with demographic criteria. And supposedly meritocratic hiring, in practice, does little to ensure that individuals are selected based on their likelihood of success on the job. Indeed, unbeknownst to many proponents of meritocracy, merit-based practices can be both elusive and illusory.<\/p>\n<p>Merit is a compelling principle. However, many so-called meritocratic practices are fraught with error, even if done with the best intentions. Meritocrats often advocate for practices that they genuinely believe are merit-based but are not \u2014 what I call the <em>merit mirage<\/em>. They may also disparage practices that they believe are not meritorious but are (that is, they demonstrate <em>merit skepticism<\/em>). Understanding where many attempts at meritocracy go wrong will help leaders better navigate the alleged conflict between DEI and merit.<\/p>\n<h3>What Validity Means in Hiring, and Why It Matters<\/h3>\n<p>What laypeople call \u201cmerit\u201d is referred to as <em>validity<\/em> by industrial-organizational psychologists who are experts in the technical science behind employment selection. Validity means that the selection practice is job-related: It cannot be assumed; it must be demonstrated according to accepted validation methods. A truly valid hiring process can select higher-performing employees. In contrast, <em>face validity<\/em> refers to hiring practices that appear valid (or job-related) to the layperson but provide little direct benefit to the organization beyond the appearance of fairness.<\/p>\n<p>Some assessments that lack empirical proof of their validity have face validity and might be passionately supported by individuals who believe in merit due to the merit mirage. Many managers who are too busy to properly vet these types of measures fall prey to the use of such assessments. In addition, applicants who perform well on assessments that have little predictive value truly see the outcome as evidence of their merit, even though such measures are not valid. <\/p>\n<div class=\"article-left-col--footer\">\n<section class=\"article-topics\">\n<h4 class=\"article-topics__title\">Themen<\/h4>\n<\/section>\n<section class=\"article-section\">\n<h4 class=\"article-section__title\">Grenzen<\/h4>\n<p>\n            Eine <cite>MIT SMR<\/cite> Initiative, die untersucht, wie die Technologie die Praxis des Managements umgestaltet.        <\/p>\n<p>        <a href=\"https:\/\/sloanreview.mit.edu\/big-ideas\/frontiers\/\" class=\"article-section__link\"><\/p>\n<p>           Mehr in dieser Serie<br \/>\n                      <\/a><\/p>\n<\/section><\/div>\n<div class=\"article-authors\" id=\"article-authors\">\n<h4 class=\"article-authors__title\">\u00dcber den Autor<\/h4>\n<div class=\"article-authors__bio\">\n<p>Kyle Brink is a professor of management in the Seidman College of Business at Grand Valley State University.<\/p>\n<\/div><\/div>\n<\/div><\/div>\n<p>#Elusiveness #MeritBased #Hiring<\/p>","protected":false},"excerpt":{"rendered":"<p>Frontiers \ufeffDEI \ufeffcritics advocate for nominally \u201cmeritocratic\u201d approaches, but there are more rigorous ways to surface the best\ufeff candidates for jobs or promotions. Kyle Brink August 04, 2026 Reading Time: 8 min\u00a0 Topics Frontiers An MIT SMR initiative exploring how technology is reshaping the practice of management. More in this series Patrick George\/Ikon Images Summary: [&hellip;]<\/p>","protected":false},"author":1,"featured_media":8855,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[9],"tags":[],"class_list":["post-8854","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.7.1 (Yoast SEO v25.8) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Elusiveness of Merit-Based Hiring - MORE SOURCING LTD<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/moresourcing.com\/de\/the-elusiveness-of-merit-based-hiring\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Elusiveness of Merit-Based Hiring\" \/>\n<meta property=\"og:description\" content=\"Frontiers \ufeffDEI \ufeffcritics advocate for nominally \u201cmeritocratic\u201d approaches, but there are more rigorous ways to surface the best\ufeff candidates for jobs or promotions. 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Kyle Brink August 04, 2026 Reading Time: 8 min\u00a0 Topics Frontiers An MIT SMR initiative exploring how technology is reshaping the practice of management. 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