Selection decision makers are inundated with information from which to make decisions about the suitability of a job candidate for a position. Although some of this information is relevant for making a high-quality decision (i.e., diagnostic information), much of the information is actually unrelated to the decision (i.e., nondiagnostic information). Although the deleterious effects of nondiagnostic information on selection decision making have been demonstrated, the prevalence and impact of this type of information is increasing, especially with recent advances in new selection methods used by employers. The purpose of this paper, therefore, is to caution selection decision makers, and/or those advising them, to the impact nondiagnostic information has on decisions. We also present different types and prevalence estimates of nondiagnostic information given the changes to the ways applicants are screened and selected. We conclude with suggestions for mitigating the use and/or negative impact of nondiagnostic information
