The primary topic of this book was uses of psychometrics in the workplace. I was looking for a more general discussion, and I was disappointed in this respect. Also, the book is primarily focused on the UK, and the references to legality and liability questions do not necessarily apply to the US. For any HR team considering implementing testing of future or current employees, this is a must read.
One of the things the book did not explore is the lack of validity of many of the instruments it mentions. Some additional research on my part showed that some of the tests discussed should not be used. However, the author did describe meta-studies to demonstrate what are the most and least reliable ways of evaluating job candidates.
The graphical representations of cut offs and filtering of candidates by score was fascinating, and it was why I can confidently give this book three stars. There were very useful data representations regarding cut off scores and what they mean in terms of false positives and false negatives. This did address validity superficially, but not at a sufficiently meaningful level.
If you are looking for something outside of the HR arena, very little of this book would be useful.
