This work investigates the complex intersection of legal standards, ethical considerations, and psychological biases inherent in the employee selection process. Richard D. Arvey provides a comprehensive analysis of how organizations can structure hiring practices to minimize discrimination and maximize the identification of qualified candidates. The text synthesizes research from industrial-organizational psychology to propose frameworks for objective assessment and decision-making in corporate environments.

Experts recognize this text as a foundational resource for human resources professionals and industrial-organizational psychologists focused on equitable hiring. Readers frequently note the technical density of the prose, which serves as a rigorous guide for those tasked with designing defensible selection systems.