A review of several recent court cases (Gold and Bruno, 1975) where personnel selection agencies were called on to defend the job relatedness of their examination procedures suggests that psychometricians might address themselves to some of the less technical issues in testing for personnel selection and the judicial-legal system might better understand the technical limitations of the current state of the art. This paper is addressed to that objective, reviewing some of the practical and legal limitations on conducting validity studies for personnel selection procedures and suggesting an ad hoc model that may be useful in raising and resolving questions about job relatedness of tests.
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References
1.
GoldM. G.BrunoJ. F. (1975) “The judicial-legal definition of discrimination in testing.” Education and Urban Society8, 1 (November).
2.
GreenD. R. (1975) “What does it mean to say a test is biased?” Education and Urban Society8, 1 (November).
3.
SeberhagenL.W.McCollumM. D.ChurchillC.D. (1972) “Legal aspects of personnel selection in the public service.” Special Report of the International Personnel Management Association in Cooperation with Great Lakes Assessment Council.
