What do staffing officials need to know about measurement? Would it be acceptable to use a measure that predicts job success but that has adverse impact? Why or why not? This might help you clarify the discussion. What if you had a test (physical ability test or a problem solving test) that is 95% accurate in predicting if a job applicant will succeed in a job as a firefighter, but it will have adverse impact on women. In other words, a lower percentage of women will pass than men. Would it be acceptable to use that measure?  After all, it does predicts job success.    Needs to be 250 words and apa