The problem of finding a meaningful way of demonstrating the benefit or satisfaction to be gained by using predictive assessment techniques to select or place individuals in work situations is explored. The urgent need of developing nations for appropriate occupational and educational selection procedures is presented and explained. A discussion on (1) the points to consider before implementing a selection program, (2) the concept of decision theory as applied to personnel selection, (3) the basic model often used in selection procedures, and (4) the precision model used for evaluationg selection tests is provided. In spite of the various procedures suggested to measure the worthiness of a test, it is concluded that it has not been possible to show, in a meaningful way, the practical gain to be achieved by investing in selection programs. (AL)