The Uniform Guidelines on Employee Selection Procedures have not changed since being promulgated by the U.S. Equal Employment Opportunity Commission and three other agencies in 1978, even though assessment psychology and adverse impact law have evolved. Introducing the symposium, this article suggests that political conflict prevented the Guidelines from being revised in the 1980s and 1990s and could prevent modification from occurring in the future. Instead of relying exclusively on the Guidelines, managers directing selection processes should periodically monitor legal developments and research trends that are reshaping assessment practice.
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