This book provides human resource practitioners, academicians, and employment attorneys with practical, 'hands on' steps to follow for analyzing employment tests for adverse impact and for conducting defensible validation studies using techniques that have been previously supported in court. This second edition contains two new chapters and updated Reviews from the first edition: 'Before the resurgence of the civil rights movement in the middle of the twentieth century, many employers had relegated the development of employee selection procedures to persons of the technician level. This was reinforced by some academics employment selection "cookbooks". These activities led to the use of many improper selection procedures that not only hurt the employment prospects of many groups, but also served no useful purpose for the employer. As new civil rights acts became effective and guidelines regarding employee selection were promulgated, it was quickly realized by both employers and psychologists-both in industry and academia-that the technical issues were far beyond the technician level. In fact even today, some of the issues are so complicated that only a small minority of psychologists can rightly claim to really understand them. Dr Biddle's book is an excellent effort to bridge the gap between the technical and the practical. The procedures presented are informed by the most relevant technical information and by present legal requirements. This book is best suited for non-technicians who have at least a general foundation of relevant technical knowledge.' Mary L. Tenopyr, AT&T, and Past President of SIOP (Society for Industrial Organizational Psychology)