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This article examines concurrent validities for aptitude, personality scales and personal history inquiries data for minority and nonminority employees. As part of the test validation study, a three and one-half hour test battery was administered to a racially mixed group of airline employees located at 14 domestic airports. The results of this study point to the importance of using a differential validity model in industrial validation research not only for aptitude measures, but also for personality and personality history data. In addition, validation of the selection interview that explores an applicant's personal history and personality would be essential.