Final answer:
It is false to claim that federal laws require only qualified psychologists to conduct selection tests, and the lack of such does not automatically lead to defamation charges. Selection tests in employment often involve psychologists to ensure validity and legality, but not as a strict legal requirement.
Step-by-step explanation:
The statement that federal laws require the development, validation, and administration of selection tests to be conducted by a qualified psychologist or a firm may face defamation charges is false. While there are various federal guidelines and professional standards that govern the use of psychological tests in employment, such as the Uniform Guidelines on Employee Selection Procedures, there is no specific federal law mandating that only qualified psychologists can develop and administer these tests. However, it is generally accepted that having qualified professionals involved in this process ensures the tests are valid, reliable, and non-discriminatory, adhering to guidelines proposed by professional bodies like the American Psychological Association (APA).
The use of selection tests has evolved over time, and while some federal jobs still require civil service exams, many are filled through examining the applicant's qualifications, which may include job-specific skills tests, personality tests, or interviews. The development and validation of these tests often incorporate the expertise of industrial-organizational (I-O) psychologists to ensure they meet the necessary professional and legal standards.
Defamation charges, on the other hand, relate to false statements that harm someone's reputation. For defamation charges to be applicable in the context of employment testing, it would likely involve a situation where an employer made defamatory statements about the applicant based on test results. Still, it is the context and content of the statements, not the lack of a qualified psychologist's involvement in test development, that would be at issue.