When psychological assessments are used in the workplace, their primary aim is to predict and measure workplace-related outcomes. Assessments should be valid and fair to every job candidate and employee required to take a test. For talent development, psychological assessments are often utilized to identify employees’ strengths and weaknesses. In this discussion you will take the role of an industrial-organizational psychologist consulting with human resources managers who oversee hiring for their organizations. The managers are interested in determining how psychological tests can be utilized as part of the selection process and in talent development. To successfully complete this discussion, your post must be at least 600 words and include the following:

• Recommend at least one psychometrically sound integrity test for use in for employee selection. Include a brief description of the test you recommend and what it measures.
• Recommend at least one test that would be a more psychometrically sound option for personality assessment in the workplace than the Myers-Briggs Type Indicator (MBTI). Include a brief description of the test you recommend and what it measures.
• Defend your test choices by briefly summarizing specific factors related to cultural diversity that should be taken into consideration.
• Debate the pros and cons of using psychological tests in the selection of police officers.
• Evaluate key ethical issues to consider when utilizing psychological tests in the workplace.
• Support ideas you share in your post by referencing the required resources for this week and at least one additional peer-reviewed journal article published within the last fifteen years.