there are 2 requirements for developing and using predictors:
a - they must be relevant to the job
b - they must be appropriate ways to measure the employee attributes identified as critical to job success.
perdictors represent the measures of those employee attributes identified through a job analysis as being important for job success. Thus, a predictor should be used if there is a good reason to expect that the employee attributes assessed by the measure will predict the criteria that define job success. Tests, interviews, biographical data questionnaires, application blanks, and assessment centers are just some of the types of predictors.