ABSTRACT
The validity of assessment centres in general is very good. The same can be said of psychometric tests yet many readers will be aware of the well-publicised difficulties that have surrounded their use by British Rail and London Underground in the UK, and the virtual disappearance of personality questionnaires in occupational assessment in the United States. Much of the criticism has been driven by a concern with questions of bias and, albeit unintended, ethnic and gender discrimination. There is almost certainly more criticism to come as the number of poorly designed but quick to administer tests grows in the marketplace.
