Technological Un ivers it y. Delfi A N D P I E T E R V I J N Un iversi t y ofA msterda m. A msterda mThis article presents some critical comments on the validity generalization procedure which has been presented by Schmidt, Hunter and others. They have put forward a method for testing the hypothesis that the variance in validity coefficients across situations for job-test combinations is due to what they consider to be statistical artifacts. The Schmidt-Hunter approach is criticized on the following points: the compilation of validity data, the use of criterion measures, and the test of the hypothesis of no situational specificity. Further, the relation between the concepts ' situational specificity ' and validity generalization ' is considered. In addition, it is noted that Schmidt, Hunter and others have defined the concept ' situation ' in a different way than classical writers. It is concluded that the Schmidt-Hunter approach to validity generalization shows fundamental shortcomings. As a consequence their far-reaching conclusions for the practice of personnel selection should be considered premature. b