|1.||Companies should only use adequately validated selection procedures. Ideally the validation strategy would include a series of studies in which the selection procedure is validated in many different ways against many different types of counterproductivity. Since each validation approach has different strengths and weaknesses, a multimethod validation approach is best.|
|2.||An adverse impact analysis should be conducted for any selection procedure being considered, performed in accordance with the Equal Employment Opportunity Commission guidelines.|
|3.||Nearly all the existing validation research has been conducted with psychological honesty tests. Companies should attempt to validate any personnel selection procedure that does not have sufficient validation research.|
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