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Contamination by the assessment center ratings of the second through fifth levels of promotion becomes exceedingly remote. Second, the predictive validity increased with length of service. Third, components of the CSSB appeared to contribute differentially at the high and low end of the scale: On the one hand, persons who did well in the interview were likely to be successful, but a low interview rating was not necessarily predictive; on the other hand, written tests accurately identified poor performers, but high test marks were not always associated with job success.
Members of the original group were successively screened by review of written application materials, an orientation and screening interview by 34 2. History of Assessment Programs the managing director of the company, a vocational guidance interview by Taft, and self-withdrawals. The remaining 14 candidates went through a 10-step, 6-hr set of activities including written self-descriptions, group Rorschach, a leaderless discussion, and a problem situation discussion. The manager and psychologist discussed the candidates, then integrated the analyzed Rorschach responses, and rank ordered the 13 finalists.
It may be that such an attitude extended to the decision not to conduct research on the reliability and validity of the assessment process. Lacking validation evidence, it would have been difficult to resist political arguments for dropping the program under pressure of a fast-worsening war situation. The political subtleties of the time are not known, but Fitts (1946) speculated that opposition came from two sources that opposed the utilization of a democratic method of decision making. The Prussians wanted officers selected on the basis of family background and heritage; the Nazis wanted them selected on the basis of participation in Party Youth Camps.