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Individual Psychological Assessment: The Poster Child of Blended Science and Practice

We share with Silzer and Jeanneret (2011) the belief that individual psychological assessment (IPA) is an integral and valuable part of industrial and organizational (I–O) psychology. Silzer and Jeanneret provide strong data about the pervasiveness of the practice of IPA in our field and they point out that it is most frequently practiced at higher organizational levels, where each position is complex and unique, where the requirements for success are multifaceted, and where, as a result, there are no ‘‘perfect’’ candidates who fit all the requirements. We see this widespread, executivelevel practice as an important opportunity to make a direct, visible, and significant impact on leaders and organizations. This is very much in line with the SIOP vision of advancing the science, practice, and visibility of the psychology of work. In fact, we believe there are few better opportunities for I–O to have significant impact than working directly with executives, as they serve as the gateway for I–O research to impact multiple organizational systems, creating better workplaces and more effective organizations. Because IPA can make significant contributions to SIOP’s stated vision and goals, we strongly agree that it should be