Affirms the evidence for predictive validity of assessment centers and concludes that assessment centers can work for a variety of purposes and in numerous contexts. Raises possible explainations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. (Author/KS)

Describes paper and pencil predictions of employee theft and examines studies of validity, reliability, and adverse impact of these tests. Results showed consistently positive correlations, but identified a variety of methodological differences which make the direct comparison of test validities suspect. (LLL)

Discusses guidelines for fairness in employee selection required by the Federal Uniform Guidelines on Employee Selection Procedures, and presents a simplified procedure for the evaluation of fairness which is more easily explained than the classical Cleary model. (JAC)