Peter Saville (psychologist)

Peter Saville
Professor Peter Saville
Born	(1946-10-26) 26 October 1946 London, England
Nationality	British
Occupation	Psychologist
Known for	Psychometrics

Peter Francis Saville (born 26 October 1946, Alperton, Wembley, then Wealdstone, now London Borough of Brent) is a British Chartered Psychologist (CPsychol) who has been referred to as 'an assessment guru'^[1] known internationally for his work in Psychometrics, in educational and employment contexts, particularly Talent Management. Saville has standardized, validated and written over 100 psychometric tests.^[1] Peter Saville has been credited with having established the modern industry of occupational psychology in Great Britain.^[2] Described as one of the most influential psychologists of our time,^[3] Saville's creativity and ingenuity has been said to have had a profound impact on the field of applied psychology.^[4]

In 1977, he earned his Ph.D. from research into personality structure ^[5] examined by Professor Hans Eysenck, on a representative sample of over 2000 British adults, using a sampling methodology proposed by Claus Moser. Factor analysis provided a five variable solution of traits; Anxiety, Extraversion, Warmth, Imagination and Conscientiousness – effectively what was to become known as the Five Factor Model (FFM) or Big Five of Personality.

Saville created the original Occupational Personality Questionnaires [OPQ] in 1984, and was responsible for the British Standardisation of the 16 Personality Factor questionnaire in the early 1970s.^[5] - praised by the author, Professor R. B. Cattell

The standardization where over 2,000 respondents were tested in their own homes was completed in one month, November 1971, and the data analysed and report published early the next year. R. B. Cattell wrote that only when other countries reach the level of precision and the ideal rule achieved by Saville and his associates at the National Foundation for Educational Research [NFER] can adequate personality comparisons be made between countries. Cattell saw it as a model for test standardizations, concluding “NFER and Peter Saville can be congratulated on a highly valuable contribution to British Psychology.” The cost of the study was potentially prohibitive but Saville with a fellow psychologist Bill Mabey at the British Market Research Bureau funded the research by gaining sponsorship from a number of commercial companies and correlating personality with purchasing behaviour. Perhaps one of the earliest, yet modest, attempts to enter the world of Big Data. Bill Mabey was later to receive the Marcel Dassault, Jours de France Medal for Media Research for his work on personality and consumer habits, based upon the large scale 16PF General Population Study.^[6]

Peter Saville was chairman of the Saville Consulting Group which he sold to Towers Watson in April 2015 for over £42 million.^[7] He is now Chairman of a new start-up company 10x Psychology, specialising in Entrepreneurship, Leadership, Assessment and Organizational Metrics and Non-Executive Chairman of Lentum Ltd, an e-learning business.

Early life

Saville was born in North East London, UK. As a child he showed signs of dyslexia with a problem with short term memory, later attributed to having been swung by the neck and sleeping strapped tightly with leather belts into a plaster bed at night as treatment for congenital scoliosis, a curvature of the spine.^[8] A treatment which was later referred to as 'barbaric'. This effected his early education where he struggled, achieving a series of D minus grades, particularly in spelling at Newnham Junior School. However, rather incongruously, his school report (kept by his father) stated "Ideas prolific" and "shows evidence of creative thought" but is "much too talkative".^[9][10]

Peter Saville's mother, Winifred Violet Saville, was Welsh, her family coming from Swansea and Rhossili in the Gower Peninsula. His grand mother, Sarah Jane Chalk, who brought him up in his early years, was related both to Lois Evans (née Beynon) and her husband Edgar Evans from Rhossili.^[11] Evans, a member of the Polar Party push of five men to the South Pole, died on the 17 February 1912 in Antarctica, with Captain Robert Falcon Scott, in the ill fated Terra Nova expedition to the South Pole.

Peter Saville's family ancestry was researched by his elder brother John Saville, a distinguished graphic designer and previously Director of Design at Her Majesty's Stationery Office. Saville's great grandfather, John Chalk, also from Rhoselli, was a master mariner, the ship's captain and part owner of the three masted barque, "The Broughton" which sailed from Swansea to New South Wales, Australia, dying at sea, registered in Coquimbo, Chile, in 1898, some four months after his death.^[12]

Although later living in Eastcote near Ruislip and then Ewell (Epsom, Surrey), where he entered Ewell County Secondary School, Danetree Road, Grammar Stream at thirteen, a year below Jimmy Page. Saville's father, John Edward Saville and his family were from the Shepard's Bush area of London, hence Peter Saville became an avid Queens Park Rangers Football Club supporter.

He obtained a Special Subject Honours Degree in Psychology from the University of Leicester, followed by a Master of Philosophy Degree in 1974 and a Doctor of Philosophy in 1977 from Brunel University.

Career

In 1970 Peter Saville joined the National Foundation for Educational Research (NFER), the main publisher of psychometric tests at the time, as an assistant psychologist, standardising and adapting a wide range of psychological tests including the Wechsler Adult Intelligence Scale (WAIS), The Wechsler Intelligence Scale for Children (WISC) and the Wechsler Pre-School and Primary Scale of Intelligence (WPPSI). Saville worked on 'Mary Sheridan's From Birth to Five Years: Children's Developmental Progress' by the distinguished Pediatrician Mary Sheridan. He also wrote the British Manuals to The Bennett Test of Mechanical Comprehension, The Gates-MacGinitie Reading Tests for Seven year olds and The Computer Programmer Aptitude Battery (CPAB). His department also prepared the materials for the first edition of the British Ability Scales and was responsible for the distribution of many of the educational tests of the NFER. He was involved in the acquisition of the tests of The National Institute of Industrial Psychology (NIIP), first founded by Charles Samuel Myers. By the age of 27 he had moved up the ranks and was promoted to Chief Psychologist in the Test Division, responsible for the standardisation of psychological and educational tests for clinical, educational and industrial use.^[13] Whilst at the National Foundation for Educational Research, it was the then Director, Professor Stephen Wiseman,^[14] who observed that Saville, unusually, had both an academic and business brain.

In 1977 Peter Saville and Roger Holdsworth founded Saville and Holdsworth Limited (SHL) - entirely self-financing, they took the company from £100 to a flotation on the London Stock Exchange. They offered shares to all employees at 10p per share which later floated at £2.40, the company reaching a value of £240 million. SHL was subsequently subject to a buyout which was backed by HG Capital, who in turn sold it to CEB, making the brand worth over half a billion US$.^[15] In 1984, Saville, Holdsworth, Cramp, Nyfield and Mabey ^[16] published the Occupational Personality Questionnaire (OPQ) which the British Psychological Society (BPS) described as 'groundbreaking for its time'. Developed for use in workplace settings, the original OPQ contained four different versions, allowing users the choice at what level of detail to work with. The Pentagon model measured five scales and was possibly the first dedicated measure of the Big Five factors of personality, pre-dating Costa and McCrae’s NEO-PI-R by a year. The Octagon, Factor and Concept versions of the OPQ measured respectively 8, 16 and 30 scales. Eminent psychologists who worked with Peter Saville when Chairman and Managing Director of SHL included, Professor Frank Landy, Professor Rick Jacobs, Professor Binna Kandola OBE, Professor Hennie Kriek, Professor Roger Gill], Dr Michael Pearn, Dr Sue Henley, Dr Rainer Kurz, Dr George Sik, Dr Gary Schmidt, Dr Dave Bartram, Bill Maybey CPsychol, Lisa Cramp CPsychol, Gabby Parry CPsychol, Hazel Stephenson CPsychol, Elizabeth Harrison CPsychol, Elaine Down CPsychol and Helen Barron CPsychol.

In 1998 Saville was listed by Enterprise Magazine as one of the UK's Top Entrepreneurs. In 2001 Peter Saville was nominated as one of Britain's Top Ten Psychologists,^[17] the only Industrial Psychologist included. That same year his photograph hung in London's National Portrait Gallery after he was presented with the British Psychological Society Centenary Award for Distinguished Contributions to Professional Psychology.^[18] His citation read:

"Ultimately the standardisation of questionnaires not specifically designed for an occupational arena made him frustrated and in 1977 led him set up his own company, which subsequently became SHL Group plc, with fellow Psychologist Roger Holdsworth. In doing so he established Britain as a centre for Psychometric testing and is responsible for cementing the notion of fair and objective assessment in Human Resource departments across the world. As a skilled psychometrician and visionary leader, Peter Saville has made a significant impact on professional psychology in the UK and beyond. The widespread use of the tests which he developed by many major companies and public bodies is testament to the influence of his remarkable ideas".^[19]

In 2003, after 26 years, Saville parted company with SHL following an acrimonious EGM. The company had crashed in share price to 45p. Saville, Holdsworth and David Arkless, Senior Vice President of Manpower, challenged the board over a number of issues – including how the company was being run.^[20] Saville was legally barred from speaking to friends and colleagues and in one interview he is described as having been "ill, grossly overweight and sluggish."^[8] In fact since the mid-1990s he had been suffering from a medical condition – a benign pituitary tumour - wrongly diagnosed as depression. He had also incurred injuries to the neck from rugby and football injuries. Four weeks after Saville's removal by the SHL board, he was asked back as President but refused. Over the next five years SHL made losses of some £70 million. Instead, Peter Saville decided to start a new company, Saville Consulting. In 2006 SHL was delisted from the London Stock Exchange,^[21] following a management buy-out by HG Capital.^[22]

A BPS eulogy reflecting on Peter Saville's career included a brief mention of his Ph.D, which looked at the factor structure of Cattell’s 16PF and was examined by Hans Eysenck, and also noted that he has twice built up highly successful companies which have become leaders in the field of workplace assessments. Saville has even been referred to as the ‘assessment guru’.^[23] Richard Kwiatkowski referred to an interview with Peter Saville as ‘exhausting’ but also stated that he was ‘fiendishly bright, quick, full of energy, proud of the achievements of his team, scientific and enthusiastic’ while Professor Binna Kandola OBE, one of the foremost occupational psychologists in the UK, has publicly called Saville ‘a genius’.

Professor Peter Saville understood the vital importance of both technical excellence backed up with good graphic design of employment test materials. He was possibly the first to print test materials in color, combined with comprehensive test technical data which was continually updated.

In an interview, George Sik, Consultant Psychologist at Eras ltd, previously at SHL, stated that Saville was an inspiration, saying “Professor Peter Saville did so much to popularise the use of assessment in the workplace and was always such an innovator.”^[24]

Peter Saville, on starting Saville and Holdsworth (SHL), was one of the earliest, either side of the Atlantic, to see the vital importance of both technical excellence backed up with good graphic design of employment test materials. He pioneered the first test materials printed in color, combined with comprehensive test technical data. He ensured speedy delivery by dispatching materials the same day, rather than the four weeks notice or more which other test publishers required at the time, which despite its illegality, led to photocopying and thereby, lost sales income. Saville realised the need to support test publishing by relevant training and management courses, many of which he ran personally, even when SHL had grown to nearly 1,000 staff internationally. This also led him to personally get to know the HR directors of companies like Mars Confectionary, Whitbread, BP, Littlewood's, Plessey, British Leyland and Scottish & Newcastle Breweries and many other major companies who gave him more insight into the market and its needs for new products; companies which carried out test trialling and became early adopters of the products. As recruiting and selection for jobs like graduates and apprentices is annually recurring, clients returned for materials on a continual basis. Saville saw there was more return in being a test publisher than just a test author, using his publishing experience he had gained from seven years at the NFER.

Portable document reader known as the Evalmatic. The machine, connected to a early desktop computer, calculated the item statistics required to assemble reliable tests.

Saville never distributed other author's tests but insisted in developing his own, thereby his companies held all the intellectual property. The Technical Test Battery^[25] for apprentice selection for example consisted of verbal, numerical, spatial, mechanical and checking tests which were designed as job samples. They were short, contemporary in content, printed in color and professionally designed by his graphic designer brother John Saville, who also designed SHL's first brochure causing some initial resistance from the then BPS Test Standards Committee of which Saville was a member in the 1970s. He then provided materials in testing kits in leather brief cases, rather than the then customary brown Manila envelopes used by publishers of the day. This made purchasing easy for clients, their often buying a single complete testing kit, rather than face the difficulty of having to assemble a long and potentially confusing list of as many as 50 test components. Essentially Saville made purchasing for the HR professional as easy and efficient as possible. He then charged considerably more for materials than other publishers - arguing tests were decision making aids - not mere pieces of paper. Despite the extra cost of materials, SHL rapidly became the dominant force in the UK test market before expanding abroad. SHL tests were first stored and distributed from his semi detached home in Common Road, Claygate, Esher, 15 miles south of London and later his home and garage in The Avenue, Claygate, so saving on office costs, funds which could be used for additional research and test development. Roger Holdsworth similarly worked from his home in Putney developing assessment centre exercises for SHL and organizing the company's financial systems. His fluency in some six languages was to prove of enormous benefit when demand started for test versions in French, Italian, Swedish, Dutch and Spanish.

Professor Peter Saville running a course on Psychometrics.

Saville was also one of the first in the UK to see the need for modern technology in test development. He had experimented with optical mark reading, first with the Oxford University Department for Continuing Education, when standardising the High School Personality Questionnaire^[26] using a Westinghouse Optical Mark Reader in the early 1970s and at the NFER when developing with Alice Heim a machine readable version of her AH4 group test of intelligence.^[27] In 1978, Saville acquired the UK rights on a portable document reader known as the Evalmatic, had it connected to an early desk top computer and let it run overnight in his top floor bedroom to calculate the item statistics required to assemble reliable tests. The computer programs for these analyses were written by Gill Nyfield^[28] who had joined SHL, having worked for Saville as a psychologist at the NFER. Nyfield also organised the printing of all of the first SHL ability test materials. Lisa Cramp, who later became Chief Operating Officer of the company, had joined SHL from university in 1980 with a first class honours degree in psychology. She worked closely with Saville on their next project. The development of a job relevant personality questionnaire- later to be known as the Occupational Personality Questionnaires (OPQ). Saville funded the development of the OPQ by asking some 50 client sponsor organisations to contribute a research fee in return for their not being required to pay licence and training fees to use the OPQ for five years after its initial publication.

SHL Management Centre

Initially SHL courses were run at the HTS Lane End Conference Centre, High Wycombe, when Dr William Barry was chairman. Saville had been running courses at Lane End on Employee Selection, Psychometrics, Personality at Work and Interviewing skills, whilst still at the NFER. The courses had gone well so the chairman of HTS Dr William Barry offered Saville in 1977 the opportunity to form a company within his group. Saville went to discuss the offer with Roger Holdsworth at his house in Putney, London, who was already invested in his own successful companies including Holdsworth Audio Visual but suggested they form a company together where Holdsworth would hold 35% of the shares working two days a week for the company and Saville 65% of the shares. All test training income was to go to Saville and consultancy work would go to Holdsworth and Saville respectively, depending on who secured it. Holdsworth offered to make a £5,000 loan to the new company which as it ensued was never required. Saville mulled the two offers over for two weeks before deciding to partner with Roger Holdsworth and not HTS. A year later Saville sold 15% of his shares in Saville and Holdsworth for £15 to Roger Holdsworth when he joined SHL full-time, which Saville later described as not one of his smartest moves, the company already being highly profitable.^[29]

Peter Saville is thrown in to the SHL Management Centre pool by his own staff on its first opening.

Roger Holdsworth and Peter Saville open the SHL Management Centre Golf Course.

Course bookings expanded quickly that by the mid 1980s SHL was filling most of the local hotels. So in 1986, Saville and the SHL company secretary, Alex Dawes negotiated with The General and Municipal Union based in Ruxley Towers, Claygate^[30] to acquire their training centre based in some eight acres in Long Ditton, Surrey. Three new bedroom wings were added, courses rooms gutted and refurbished, floodlight tennis courts added, a swimming pool, gym, and par 3 golf course. This further accelerated the growth of SHL where literally thousands of HR staff were trained. Despite advice to the contrary Saville did not outsource the running and catering of the SHL Management Centre but recruited directly. The Centre and its chefs under the manager, Kevin Young, were later to win national awards, including the Hospitality Assured Award^[31] for the excellence of dining and customer service. Saville had realised that the facilities, food and customer service provided was almost as important as the course itself, many hotels not understanding the needs of management course training.

In 2007, Saville and colleagues carried out Project Epsom, a peer reviewed research program which showed the Wave questionnaire to be the most valid personality questionnaires in a global sample of workers.^[32] In 2014, Salgado and Tauriz found that Saville Consulting Wave is in the category of questionnaires whose scoring design provides the most valid way to predict job performance. The research indicates that rather than either a solely normative (rating) or ipsative (ranking) approach, questionnaires which steer a middle course between the two approaches (such as is used with Wave which has both normative and ipsative scoring in a dynamic format) provide a method with greater validity.^[33]

SHL attempted to stop Saville from legally using his name for his new company, but failed after Saville took legal action.^[34][35]

He has been a specialist consultant to the United Nations in staff selection, has been invited to speak in over 65 countries, at International Conferences and featured on a number of TV and radio programmes, including BBC Breakfast Business News when he was interviewed about leadership.^[36] In 2012 an interview was published describing him as one of the most influential leaders from the world of testing.^[37] He was International Consultant Psychologist to Mensa, where he succeeded Professor Philip E. Vernon, and Psychometric Test Consultant to Hodder and Stoughton Educational. He has also worked for many FTSE 100 companies, the Ministry of Defence and charities such as Oxfam and the Royal National Institute for the Blind. His companies have been involved in assessing and researching the selection and assessment of retail staff to air traffic controllers, sales executives, surgeons to senior board members.

Saville is a Chartered Psychologist, a Chartered Scientist, was made a Fellow of the Institute of Directors in October 2012, is a Senior Associate of the Royal Society of Medicine and a Fellow of the Royal Society of Arts. In January 2012 he was given Academic Fellowship of the Chartered Institute of Personnel and Development (CIPD); the highest accolade that the CIPD can bestow ^[38] and on 15 June 2012 he was awarded the Honorary Fellowship of the British Psychological Society (BPS).^[39] Honorary fellowship is the highest that the BPS can confer and recognises excellence in psychology. It has been established for 100 years, and is currently held by only some 35 psychologists worldwide.^[39] The eulogy states;

“Peter Saville is one of the most prominent and creative occupational psychologists in the UK and he has an impeccable global reputation... as executive chairman of SHL with some 300 psychologists and now Saville Consulting, he has flown the flag for Britain and objective assessment around the world and has been referred to as an 'assessment guru'... His measures of ability, personality, motivation and talent are extensively used across the globe and have had major impact on HR and on the practice and professionalism of a generation of psychologists. Peter Saville has enhanced the impact of psychology from both a practical and academic perspective, and his innovative approach continuously drives forward the research and application of psychology into the internet age. Professor Saville's services to the field of psychology in terms of applying science to the workplace and creating the global gold standard for psychometric tests are exemplary. He is held in the highest esteem by academics worldwide.”^[39]

Previous recipients of the BPS fellowship include Freud, Jung, Popper, Piaget, Spearman, Skinner and Chomsky.

Saville was professor of occupational psychology at Queen's University from 1991 to 1997, and is currently visiting professor of Talent Management and Leadership at Kingston Business School, London.

Saville, with MacIver, Kurz and Hopton (2009), developed the 3P theory of leadership based on the factor analysis of 10,953 self-report questionnaire completions and 13,017 third party ratings with independent job performance evaluations. Essentially the same factor structure emerged. The 3P's Leadership Theory, based on large data sets, rather than just opinion was represented by: The Professional Leader (Technical Subject Experts, Detailed, Consciousness, Data Driven, Meticulous, Organised, Factual), The People Leader (Attentive to People, Engaging, Involving Others, Resolves Conflicts) The Pioneering Leader.(Visionary, Purposeful, Strategic, Innovative, Convincing, Dynamic, Enterprising, Striving). It was the Pioneering leaders which were shown to have the highest positive organizational impact. The model also proposed some 18 leadership styles derived from the 3P's, and which be more effective in different organizational contexts. In the "Five Myths of Leadership" (Psychometrics Forum 2011) they rebutted the view that technical subject expertise in modern workplace leadership was immaterial. And the belief that leadership was simply made by experience or in the genes, but was an essential interaction between the two. They also emphasised that the data confirmed that management and leadership are distinctly different things. That good managers do not necessarily make effective leaders, stressing the problems this may cause in many existing organizational hierarchical promotion structures. It was also stated that intelligence most definitely does matter in leadership - despite the prevailing belief to the contrary in many professional circles.^[29]

The more powerful leadership styles showed correlations with four of the Big Five (FFM) personality factors except with the factor of "Agreeableness", as Judge (2004), had previously shown in a meta analysis. This Supported the view that effective leaders can be either Agreeable or Disagreeable in personality, but still be successful. Some have challenged this perspective, placing greater emphasis on the advantages of Agreeableness, though in general "active" than "passive" leadership styles would seem more successful (Derue et al., 2011). The "Company Politician" algorithm Saville et al. developed, having a negative impact on organizational performance, they declined to publish.^[40]

Saville’s book, co-authored with Tom Hopton, ‘Psychometrics @ Work’ was designed as an introduction to psychometrics. It has been described as “a masterpiece in the making” and “required reading for anyone wishing to undertake the Test User training, as it provides the essential grounding required to use tests appropriately."^[41] In November 2015, Peter Saville was only the second to be awarded Lifetime Membership and Honorary Membership of the Association of Business Psychologists for "his significant contribution to the profession, the discipline and reputation of Business Psychology".^[40]

Peter Saville's new book with Tom Hopton, in the 'World Library of Psychologists Series', entitled 'From Obscurity to Clarity in Psychometric Testing. Selected works of Professor Peter Saville', published by Routledge in 2016.^[42] The introduction states "Peter Saville's work has been adopted by hundreds of public and private organizations, assessing the suitability of prospective candidates through a range of questionnaires and tests. In the anthology of his work, including both keynote conference address and journal papers, Saville provides a masterly overview of the field of psychometrics, and the key issues and questions that is raises."^[42]

Saville was awarded an Honorary Doctorate of Science (Hon Dr Sc) for outstanding services to Occupational Psychology by Kingston University, London, in July 2016.

Personal details

Outside of work Saville's interests include sport, military history and soul music, particularly Ray Charles. He has three children from his first marriage to Jane (William; Frances and Christopher, and more recently twins Faye and Jack, (born 21 October 2009) with his second wife Jemaine. Peter Saville also has nine grandchildren. He and his wife are Benefactors to The Willow Foundation which provide special events for seriously ill young people, amongst other charities including The Outward Bound Trust. At his keynote speech for The Association of Business Psychology he revealed that he had experienced chronic facial pain due to damage to the trigeminal nerve from an emergency molar tooth extraction in Preston, whilst running a management course for the then British Leyland some 35 years before.

Saville has been said to be 'mad on sport',^[10] playing first fifteen rugby and first eleven soccer, cricket and also athletics (particularly sprinting and discus) for each school he attended including Ewell Technical College (now North East College of Technology) where he took four General Certificate of Education Advanced Levels in arts subjects, unable to take mathematics as he wanted - as it clashed in the college timetable of the time. He also played handball, badminton, tennis and squash. At Leicester he captained Gilbert Murray Hall, winning the university wide five-a-side competition. As a teenager he received a severe injury to the knee when playing against the then amateur Wimbledon F.C. players requiring hospitalisation and surgery in Epsom Hospital. He also received injuries to the neck from rugby and soccer for which he has had three spinal operations. He still plays tennis and golf. He has been chairman of three football clubs. Worcester Park F.C., the vets football club he formed, Nonsuch Casuals F.C. and Claygate Royals F.C., for which both his sons William and Chris played. He was described by a fellow player "as not the best footballer he'd played with but by far the best captain and the most tactically aware".

Selected works and speeches

• Saville, P. (1971). British Supplement to the Wechsler Adult Intelligence Scale (WAIS). The Psychological Corporation: London.
• Saville, P. (1972). British Supplement to the Wechsler Intelligence Scale for Children (WISC). The Psychological Corporation: London.
• Saville, P. (1972). British Supplement to the Wechsler Pre-school and Primary Scale of Intelligence (WPPSI). The Psychological Corporation: London.
• Saville, P. (1972). The National Adult Standardisation of 16 Personality Factor Questionnaire (16PF). NFER: London.
• Saville, P. & Simpson, D., (1972). The Reliability and Validity of the Computer Programmer Aptitude Battery. Science Research Associates: Henley-on –Thames.
• Saville, Peter. (1972). British Manual to the Bennett Mechanical Comprehension Tests Forms: S and T. NFER, Windsor, UK.
• Saville, Peter. (1972). British Manual to the Bennett Advanced Mechanical Comprehension Tests Forms: CC. NFER, London, UK.
• Saville, P. & Finlayson, L. (1972). The British Standardisation of The High School Personality Questionnaire. NFER, Windsor, UK.
• Saville, P. (1973). The Gates-MacGinitie Reading Tests, Primary A. Form 1, British supplement of norms. NFER: London.
• Saville, P., Hare, J., Finlayson, L & Blinkhorn, S. (1973). The British Standardisation of The Revised Minnesota Paper Form Board. NFER: London, UK.
• Saville, P. & Simpson, D. (1973). Selection Testing for Computer Personnel. Data processing.
• Saville, P. (1973). Technical Manual to The General Clerical Test. NFER, London, UK.
• Saville, P. (1974). Collected test Information Exchange. A Compendium of Forty Papers on Tests Used in Industrial Assessment. NFER: Windsor.
• Saville, P. (1974). Sampling Methodology in Standardising Personality Questionnaires. Paper presented at the British Psychological Society. Occupational Conference, London. UK.
• Saville, P. (1974). The Children’s Personality Questionnaire (CPQ) and High School Personality Questionnaire (HSPQ), Sport and Personality Characteristics in 13 Year Old Children. Paper to the national British Education research Association Conference (BERA), Brunel University, UK.
• Saville, P. (1974). A British Evaluation of a Number of Aptitude and Ability Tests with Special Regard to the Bennett Mechanical Comprehension Test and the Computer Programmer Aptitude Battery. Master's degree Thesis. Brunel University, London.
• Saville, P. & Blinkhorn, S. (1974). The British Undergraduate Standardisation: Forms A & B. NFER, Windsor, UK.
• Saville, P. & Blinkhorn, S. (1974). The British Undergraduate Standardisation: Forms C & D. NFER, Windsor, UK.
• Saville, P. (1975). Assessment and Development at Work, Presented at the Irish Management Institute Dublin, Ireland.
• Saville, P. (1975). Exercise and Psychological Wellbeing in Young Adults, Paper presented at the International British Council Conference, The Mere, Slough, UK.
• Saville, P. & Nyfield G. (1975). Psychometric Testing. HTS Management Consultants: London.
• Saville, P. & Blinkhorn, S. (1976). Undergraduate Personality by Factored Scales. NFER: London.
• Saville, P. & Blinkhorn, S. (1976). The Graduate Standardisation of the Ipat Anxiety Scale, Neuroticism Scale Questionnaire and the Eysenck Personality Inventory. NFER: London.
• Saville, P. (1977). A Critical Analysis of the 16PF, PhD Dissertation. Brunel University, London.
• Saville, P. (1977). Objective Selection. Paper presented at the Assessment at Work Conference. Brunel University, London.
• Saville, P. (1977). The Use of Cognitive, Personality and Interest Measures in Careers and Personal Counselling in secondary school Children. Department of Education, Dungarvan, Ireland.
• Saville, P. & Hawkey, D. (1979) The Technical Test Battery. (Psychometric tests of verbal, numerical, mechanical, spatial and logical reasoning for engineers) SHL: London.
• Holdsworth, R., Saville, P., Hawkey, D., Blinkhorn, S. & Iliffe A. (1980) The Advanced Test Battery. (Higher level psychometric tests of numerical critical reasoning, verbal critical reasoning, spatial reasoning and logical analysis). SHL: London
• Saville, P. & Blinkhorn, S. (1981). Reliability, homogeneity and the construct validity of Cattell's 16 Personality Factor Questionnaire (16PF). Personality and Individual Differences, 2, 325-333.
• Saville, P. (1982). Assessment Centres at Work. Presented at the Philippines Management Association, Philippines.
• Saville, P. (1982). Objective Assessment. Presented at the Hong Kong Management Association, Hong Kong.
• Saville, P. (1982). Occupational Testing. Presented at the Singapore Management Association, Singapore.
• Saville, P. (1983). The Development of the Occupational Personality Questionnaire (OPQ). Presented at the National Conference of the Institute of Personnel Management, Harrogate, UK.
• Saville, P., Holdsworth, R., Nyfield, G., Cramp, L. & Mabey, W. (1984). The Occupational Personality Questionnaire (OPQ). SHL: London.
• Saville, P. (1984). The Relationship of Personality with Sport Activities in a nationally representative Sample of 2000 British Adults. British Psychological Society Annual Conference, York, UK.
• Saville, P. (1985). Assessing Personality: The Research & Development of the OPQ. Presented at the National Conference of the Institute of Personnel Management, Harrogate, UK.
• Saville, P. (1985). The Development of the Occupational Personality Questionnaire. British Psychological Society Annual Conference, York, UK.
• Saville, P. (1985). The Psychometric Characteristics of R.B. Cattell’s 16PF. Paper presented at the British Psychological Society Annual Conference, York, UK.
• Saville, P. (1985), Psychological Testing and Personnel Selection. Tyzack Review, September 1985.
• Saville, P. & Munro, A. (1985) The Relationship Between OPQ Factor Model and the 16PF. Personnel Review, Vol. 15, No. 5.
• Saville, P. (1986). Future Directions in Personality Assessment. International Assessment Conference (IAC), Cape Town, South Africa.
• Saville, P. (1986). International Applications of the OPQ. Paper presented at the SDT Conference, Jeddah, Saudi Arabia.
• Saville, P. & Nyfield, G. (1988) Computers in Assessment. Banking and Financial Training, London.
• Saville, P. (1990). Age and Gender Differences in the OPQ. Presented at the SHL Conference, Warwick, UK.
• Saville, P. & Sik, G. (1990). Personality Characteristics of Physically Active Adults in a Nationally Represented British Sample. Resented at the SHL National Conference, Warwick, UK.
• Saville, P., Nyfield, G., Sik, G., & Hackston, J. (1991). Enhancing the Person-Job match Through Personality Assessment. At the Annual Conference of the American Psychological Association, San Francisco.
• Saville, P. & Wilson, E. (1991). The reliability and validity of normative and ipsative approaches in the measurement of personality. Journal of Occupational Psychology, 64, 219-238.
• Saville, P. & Sik, G. (1991). Ipsative scaling: A comedy of measures, as you Likert or much ado about nothing? Guidance and Assessment Review, 7(3), 1-4.
• Saville, P. & Sik, G. (1992). The Images Personality Questionnaire. SHL: London.
• Saville, P. & Sik, G. (1992). The Images Personality Questionnaire. SHL: London.
• Saville, P. & Sik, G. (1992). Personality Questionnaires: Current Issues and Controversies. The Human Resources Management Year Book 1992, 28-37.
• Saville, P. (1994). Symposium: Personality at Work. Presented at the Society for Industrial and Organisational Psychology, Nashville, USA.
• Saville, P. Sik, G. Nyfield, G., Hackston, J. & MacIver, R., (1996). A demonstration of the validity of the Occupational Personality Questionnaire (OPQ) in the measurement of job competencies across time and in separate organisations. Applied Psychology 45, 243-262.
• Saville, P. (2000). The Construction of the OPQ. Presented at the SHL Conference, Utrecht, Netherlands.
• Saville, P. (2004). Childhood Trauma, Post-Traumatic Stress Disorder, Facial Pain and Fibromyalgia. Dysfunctional Growth Hormone and Dopamine Regulation? The Procrustes Foundation.
• Saville, P. (2004). Reflections on the Development of the OPQ. Public Lecture. University of the West Indies, Barbados.
• Saville, P. (2005). The Saville Consulting Wave and Corporate Culture. Presented at the PSI Conference, Amsterdam, Netherlands.
• Saville, P. (2006). Psychometrics in the Workplace. Presented at the Johnson Executive Search Conference, Sydney, Australia.
• Saville, P. (2006). Recent Developments in Psychometrics. Presented at North West University Potchesfstroom, South Africa.
• Saville, P. (2006). Saville Consulting Wave and its Applications. Presented at the Saville Consulting Launch, Paris, France.
• Saville, P. (2006). The Validation-Centric Construction of Saville Consulting Wave. Presented at the MacQuarie Conference, Sydney, Australia.
• Saville, P. (2006). Using Saville Consulting Wave Assessment of Behavioural Styles and Assembling Preferred Culture. Paper presented in Durban Conference, South Africa.
• MacIver, R., Saville, P., Kurz, R., Mitchener, A., Mariscal, K., Parry, G., Becker, S., Saville, W., O'Connor, K., Patterson R., Oxley, H. (2006). Making Waves: Saville Consulting Wave Styles questionnaires. Selection and Development Review, 22(2), 17-23.
• Saville, P. (2006). Advanced Workshop in Psychometrics. Presented at Stellenbosch University, Stellenbosch, South Africa
• Saville, P. (2006). Applying Saville Consulting Wave and Swift Analysis Aptitude Assessments. Presented at the RACV Conference, Sydney, Australia.
• Saville, P. (2006). Applying Saville Consulting Wave. Presented at the Parkview Conference, Hong Kong.
• Saville, P. (2006). Applying Saville Consulting Wave. Presented at the Northern Club Conference, Auckland, New Zealand.
• Saville, P. (2006). Assessing Job Competencies. Presented at Johannesburg University, South Africa.
• Saville, P. (2006). Current Trends in Assessment. Resented at the Parkview Conference, Hong Kong.
• Saville, P. (2006). Emerging Trends in Assessment. Presented at the PSI Conference, Berlin, Germany.
• Saville, P. (2006). Introducing Saville Consulting Wave; Measuring Motivation and Organisational Culture Fit. Presented at Emfuleni Conference, South Africa.
• Saville, P. (2006). New Approaches to Assessing Personality. Presented at Johannesburg University, South Africa.
• Saville, P. (2006). New Developments in Psychometrics. Presented at Johannesburg University, South Africa.
• Saville, P. & Schmidt, G. (2006). Validating the Saville Consulting Wave. Presented at the SDG Conference, Jacksonville, USA.
• Saville, P. (2006). New Perspectives in Assessment. Presented at the Te Papa Conference, Wellington, New Zealand.
• Saville, P. (Nov. 2006). Transforming Assessment and Talent Management. Keynote Speech in Paris, France.
• Kurz, R., MacIver, R., Saville, P., Parry, G., Mariscal, K., Mitchener, A., Oxley, H. & Small, C. (2006). Saville Consulting Wave™ ‘Professional Styles’ & ‘Preferred Culture’ Comparison. Poster at the BPS Coaching Psychology Conference, London.
• MacIver, R., Saville, P., Kurz, R., Henley, S., Mitchener, A., Mariscal, K., Parry, G., Becker, S., Hurst, E., Saville, W., O’Connor, K., Patterson, R., McLellan, S. & Blakesley, M. (2006). The Validation Centric Development of the Professional Styles Questionnaire Presented at the BPS Occupational Psychology Conference, Glasgow, UK.
• Schmidt, G. & Saville, P. (2006). The Normative-Ipsative Debate: Time for Some Answers. Presented at the Society for Industrial and Occupational Psychology of South Africa, South Africa.
• Schmidt, G. & Saville, P. (2006). Validation-Centric Questionnaire Development. Presented at the Society for Industrial and Occupational Psychology of South Africa, South Africa.
• Saville, P. (2006). Beyond the OPQ? Keynote Speech at Assoc. of Business Psychologists, Cambridge, UK.
• Saville, P., Kurz, R., MacIver, R., Mitchener, A., Parry, G., Oxley, H., Archer, J., Lishman, J., Mason, J. & Roscorla, P. (2007). Validation of the Saville Consulting Analysis Aptitude Assessment Range. Paper presented at the BPS Occupational Psychology Conference, Bristol, UK.
• Saville, P., MacIver, R. & Kurz, R. (2007). Internet Testing – Secure and Honest? Poster at the BPS Occupational Psychology Conference, Bristol, UK.
• Saville, P. (2007). Assessment at Work Masterclass. Presented at the Arthur Lok Jack Graduate School of Business, The University of West Indies, Trinidid.
• Saville, P. (2007). Emerging Trends in Recruitment and Selection. Presented at the CDG Conference, Mexico City, Mexico.
• Saville, P. (2007). Mexican Standardisation of Saville Consulting Wave/ Presented at the CDG Conference, Monterrey, Mexico.
• Saville, P. (2007). The New Work Personality. Presented at the First Spanish Recruitment Congress, Madrid, Spain.
• Saville, P. (2007). The Validity and Reliability of Saville Consulting Wave. Presented at the CDG Conference, Mexico City, Mexico.
• Kurz, R., Saville, P., MacIver, R., Mitchener, A., Parry, G., Oxley, H., Archer, J., Lishman, J., Mason, J. & Roscorla, P. (2007). Test taking Style: Is Caution a Personality Variable in Ability testing? Poster at the EAWOP Conference Stockholm.
• Kurz, R., Saville, P., MacIver, R., Parry, G., Mariscal, K., Mitchener, A., Oxley, H., Schmidt, G., Schmidt, S., Miller, S. & Fullman, C. (2007). Validation of the Saville Consulting Wave Types Model of Transformers and Transactors. Poster at the EAWOP Conference, Stockholm.
• Saville, P. Kurz, R, MacIver, R., Parry, G., Mariscal, K., Mitchener, A. Oxley, H., Small, C., Sisodia, S., Miller, S. & Fullman, C. (2007). Predicting Work Competencies, Proficiency and Potential for Promotion with Saville Consulting Wave Questionnaires. Poster at the EAWOP Conference, Stockholm.
• Kurz, R., MacIver, R., Saville, P., Parry, G., Oxley, H., Mariscal, K., Staddon, H., Hopton, T., Small, C. & Feindt, S. (2007). Construct Validation of the Saville Consulting Wave ® Types Model of Leadership Potential. Paper presented at the BPS Coaching Psychology Conference, London.
• Saville, P. Parry, G. & MacIver, R. (2008). How Valid is Your Test? Saville Consulting: London, UK.
• Kurz, R., Saville, P., & MacIver R. (2008). Coaching using Saville Consulting Wave. In: Passmore. J. (Ed): Psychometrics in Coaching. Kogan Page, London
• Saville, P. (2008). Valid Inferences - False Prophecies. BPS Keynote Speech Stratford upon Avon, Warwickshire, UK.
• Saville, P. (Aug 2008). Does your Test Work? The Co-Validation against Job Performance of 10 of the most popular Personality Questionnaires - Implications for Psychology. Keynote Speech at SIOPSA 14th Conference South Africa.
• Saville, P., MacIver, R., Kurz, R. & Hopton, T. (2008). Project Epsom: How Valid is Your Questionnaire? Phase 1: A new comparative study of the major personality questionnaires in predicting job performance.
• McDowall, A., Kurz, R., MacIver, R. & Saville, P. (2008). A rejoinder to David Bartram, October, 2008. The Coaching Psychologist, 4(3), 142-149.
• Oxley, H., Kurz, R., MacIver, R., Saville, P., Jayne, S. & Small, C. (2008). Performance and Potential… A Potential Paradox? Paper at the BPS DOP Conference, Stratford-upon-Avon, UK.
• Kurz, R., MacIver, R., Saville, P., Oxley, H. & Roscorla, P. (2008). Practical Policy Considerations on Internet Test Security and Score Interpretation – Cheating Candidates or Candidates that Cheat? Paper at the BPS DOP Conference, Stratford-upon-Avon, UK.
• Saville, P., MacIver, R. & Kurz, R. (2008). Free Choice or Forced Choice? Your Choice. Paper at the International Test Commission Conference, Liverpool, UK.
• Saville, P. (2008). Measurement of Leadership: The X Factor (and the Y). Keynote Speech at A & DC Conference, London, UK.
• Kurz, R., Saville, P., & MacIver, R. (2008). Normative, Ipsative and Combined Performance Measurement on the Saville Consulting Wave™ Wheel. Paper at the International Test Commission Conference, Liverpool, UK.
• Kurz, R., Saville, P., & Baron, H. (2008). Candidate-Oriented Development of the Professional Aptitudes In-Depth Tests. Poster at the International Test Commission Conference, Liverpool, UK.
• MacIver, R., Saville, P. & Kurz, R., (2008). Increasing the ‘Fidelity of Assessment’: Properties of Short Facet Scales in a Scale Hierarchy. Paper at the International Test Commission Conference, Liverpool, UK.
• Oxley, H., Kurz, R., Saville, P., MacIver, R. & Jayne, S. (2008). Screen Out – Select in. Paper at the International Test Commission Conference, Liverpool, UK.
• Saville, P. & Schmidt, G. (2008). The Brazilian Personality at the Work Place. Presented at the D&A Conference, São Paulo, Brazil.
• Saville, P. (2008). Does Your Test Work? The Co-Validation against Job Performance of 10 of the most popular Personality Questionnaires – Implications for Psychology. Keynote Speech at the 14th South African Psychology Conference, Johannesburg, South Africa.
• Saville, P. (2008). Improving Security of Assessment Delivered by the Internet. 14th South African Psychology Conference, Johannesburg, South Africa.
• Saville, P. (2008). Symposium, Chair & Discussant: Psychometrics in the Workplace. 14th South African Psychology Conference, Johannesburg, South Africa.
• MacIver, R., Saville, P., Kurz, R. & Oxley, H. (2008). The Practical Impact of Age Differences on Test Scores on Selecting Older Workers. Poster at the International Test Commission Conference, Liverpool, UK.
• MacIver, R., Saville, P., Kurz, R., Anderson, N. & Evers, A. (2008). New Aspects of Validity: User Available and User Received Validity. Poster at the International Test Commission Conference, Liverpool, UK.
• Kurz, R., Saville, P., MacIver, R. & Small, C. (2008). Global Assessment Solutions – Internet Testing Without Limits? Poster at the International test Commission Conference, Liverpool, UK.
• Kurz, R., MacIver, R., Saville, P., Parry, G., Mariscal, K., Mitchener, A., Staddon, H., Hopton, T., Oxley, H. & Small, C., Feindt, S. (2008). Construct Validation of The Saville Consulting Wave Leadership Types Model of Leadership Potential. Poster Presented at the BPS DOP Conference, Stratford-upon-Avon, UK.
• Saville, P. (Jan 2009). Leadership in Elite Performance. Keynote Speech at Metro Conference, New York, USA.
• Saville, P. (2009). Comparing Personality and Leadership in Elite Sport Performers. Invited address at the METRO Association of Applied Psychologist, New York, USA.
• Saville, P. (2009). How valid is your Questionnaire? Presentation at the Psychometrics Forum, the Naval Club, London, UK.
• Saville, P. (2009). Personality and Performance of Elite People. Paper at the Symposium ‘Characteristics and Competencies of Elite Performers’ at the Society for Industrial and Organizational Psychology (SIOP) Conference, New Orleans, USA.
• Saville, P. (2009). Strategic Selection – Maximising the Relationship between Validity and Profit. Keynote Speech at the European Association for People Management Conference 2009, The Hague, Netherlands.
• Kurz, R., Saville, P., MacIver, R., Mitchener, A., Parry, G., Mariscal, K., Staddon, H & Hopton, T. (2009). ‘Matched Model’ Co-Validation of Three Swift Aptitude Assessments within the Saville Consulting Wave® Performance Culture Framework. Paper presented at the BPS Division of Occupational Psychology Conference (DOP), Blackpool, UK.
• Saville, P. and Hopton, T. (2009). "Talent": Psychologists Personality Test Elite People. Saville Consulting Group: Jersey.[16]
• Oxley, H., Kurz, R., Saville, P. & MacIver, R. (2009). G is for Global: Comparing and Contrasting the Validity of Saville Consulting Wave Self-Report and Swift Aptitude Tests against three Global Effectiveness Criteria. Paper at the European Association of work and Organizational Psychology (EAWOP) Congress, Santiago de Compostela.
• Kurz, R., Saville, P., MacIver, R., Parry, G., Mitchener, A., Oxley, H., Small, C., Herridge, K., Hopton, T., Gohil, S., Chan, S., Tonks, K. & Rojon, C. (2009). The Structure of work effectiveness as measured through the Saville Consulting Wave Performance 360 ‘B-A-G’ Model of Behaviour, Ability and Global Performance. BPS PTC Assessment & Development Matters, Volume 1, Edition 1.
• MacIver, R. & Saville, P. (2009). Shifting to Criterion Focus: Integrating Performance Centric, Inductive and Deductive Questionnaire Development. Paper at the European Association of Work and Organizational Psychology (EAWOP) Congress, Santiago de Compostela, Spain.
• Saville, P., MacIver, R. & Kurz, R. (2009). Saville Consulting Wave® Professional Styles Handbook. Saville Consulting Group, Jersey.
• Kurz, R., MacIver, R. & Saville, P. (2009). Measurement, Prediction and Development of Behaviour, Ability & Global Aspects of Work Effectiveness. 2nd European Coaching Psychology Conference, 15 December 2009, London.
• Kurz, R., Saville, P., MacIver, R., Mitchener, A., Parry, G., Oxley, H., Mariscal, K., Staddon, H. & Hopton, T. (2009). ‘Matched Model’ Co-Validation of Three Swift Aptitude Assessments within the Saville Consulting Wave ® Performance Culture Framework. Paper presented at the BPS Division of Occupational Psychology Conference (DOP), Blackpool, UK.
• Kurz, R., Saville, P., MacIver, R. & Oxley, H. (2009). A is for Ability: The Validity of Three Swift Aptitude Assessments against the Matched Ability Criterion Model in the Saville Consulting Wave ® Performance Culture Framework. Paper at the European Association of Work and Organizational Psychology (EAWOP) Congress, Santiago de Compostela, Spain, May 2009.
• Kurz, R., Saville, P., MacIver, R., Parry, G., Mitchener, A., Oxley, H., Small, C., Herridge, K., Hopton, T., Gohil, S., Chan, S., Tonks, R. & Rojon, C. (2009). The structure of work effectiveness as measured through the Saville Consulting Wave® Performance 360 ‘B-A-G’ Model of Behaviour, Ability and Global Performance. BPS PTC Assessment & Development Matters, Volume 1, Edition 1.
• Saville, P., MacIver, R., Kurz, R., Hopton, T., Staddon, H., Mitchener, A., Tonks, K., Schmidt, G., Schmidt, S. & Saville, J. (2009). A Step Towards Validity Generalisation Across Self-Report Personality Questionnaires: A Co-Validation of Saville Consulting Wave Professional Styles, Wave Focus Styles, Saville PQ, OPQ32i, NEO-PI-R, Hogan Personality Inventory and 16PF5. Paper presented at the BPS Division of Occupational Psychology (DOP) Conference, Blackpool, UK.
• Saville, P. (2010). What Makes a Good Leader? A Psychometric Approach. Keynote speech at the Saville Consulting International Partners Conference 15 October 20120, Surrey, UK.
• Hopton, T., Kurz, R., MacIver, R. & Saville, P. (2010). Analysis Aptitude Range Handbook. Saville Consulting Group, Jersey.
• Kurz, R, Saville, P., MacIver, R. & Hopton, T. (2010). Stakeholder perspectives on behaviour, ability and global performance: Evidence for a Three-Factor Model. Paper at the BPS DOP Conference, Brighton, UK.
• Kurz, R, Saville, P., MacIver, R. & McDowall, A. (2010). Coaching with Saville Consulting Wave: Balancing Dark and Bright Sides. Paper at the BPS Coaching Psychology Congress, London, UK.
• Saville, P. (May 2010). New Horizons in Psychometric Assessment. Keynote Speech at BPS DOP Divisional Conference Belfast, Northern Ireland.
• MacIver, R., Kurz, R, Saville, P. & Hopton,T. (2011). Measuring Effectiveness Potential using Saville Consulting Wave®: Getting it Right. Paper at the BPS DOP Conference, Brighton, UK.
• Saville, P., MacIver, R., Hopton, T. & Smith, J. (2011). Leadership Scales User Guide. Saville Consulting Group, Jersey.
• Saville, P. (Sept. 2011). Improving People and Organisation in the Workplace with Saville tools; So can Psychometrics Improve Recruitment Decisions. Keynote Speeches Istanbul, Turkey.
• Saville, P., Small, C. (Dec. 2011). Personality, Talent Management and Organizational Efficiency. Keynote Speech Beijing China.
• Saville, P., MacIver, R., Hopton, T. & Smith, J. (2011). Leadership Handbook. Saville Consulting Group, Jersey.
• Kurz, R., Saville, P & MacIver, R. (2011). Job Role Behaviour, Ability and Global Requirements: Further Evidence for Three-Effectiveness-Factors Model. Paper at the BPS Conference, Brighton.
• Saville, P. (2011). Personality, Leadership and Organizational Effectiveness. Presentation at ‘The Psychometrics Forum’. London, UK.
• Saville, P., Snape, J. (2012). Excellence in Sport and Business. British Psychological Society, Chester, UK.
• Saville, P., Small, C.(June 2012). Leadership: What Psychometrics Reveal. Invited Speech Mumbai, India.
• Saville, P., Small, C. (June 2012). Psychometrics beyond the HR Department. Invited Speech Bengaluru, India.
• Saville, P., Small, C. (June 2012). Psychometrics for better HR decisions. Invited Speech Delhi, India.
• Saville, P., Small, C. (June 2013). It's All in your Head. Invited address at the EGADE Business School, Mexico City, Mexico.
• Saville, P., Small, C. (2013). Assessing Leadership. Invited address at the USEM Social Union of Entrepreneurs, Mexico City, Mexico.
• Saville, P., Small, C. (2013). Psychometrics and the Impact on Selection Decisions. Keynote at the ICA Conference, Mexico City, Mexico.
• Saville, P., Small, C. (2013). Human Talent. Invited address at the Las Allas World Wide Teleconference, Monterey, Mexico.
• Saville, P., Small, C. (2013). Better Selection at Work: The Return on Investment. Invited address at the Egade Business School, Monterey, Mexico.
• Saville, P., Small, C. (2013). Advances in Workplace Psychometrics. Invited address at the ERIAC HR Summit, Monterey, Mexico.
• Saville, P., Small, C. (Nov.2013). Leadership and the Power of Self-knowledge. Invited Speech Insper Institute, Brazil.
• Saville, P., Small, C. (Nov.2013). Lessons in Leadership. Invited Speech, Bl International, Brazil.
• Saville, P., Small, C. (Nov.2013). Lessons in Leadership: The Drivers of Leadership Success. Invited Speech Fundacao Getulio Vargas, Brazil.
• Saville, P., Small, C. (Nov.2013). Cost Benefit of Testing to the Organization: Understanding the Organizational Upside. Invited Speech, D & Consulting, Brazil.
• Saville, P., Small, C.(Nov.2013). Lessons in Leadership: Identifying the Drivers of Leadership Success. Invited Speech Instituto Presbiteriano Mackenzie, Brazil.
• Saville, P., Herridge, K. (2013). Avatars, Data and Decisions. Address to the Chartered Institute of Management Jersey.
• Saville, P. (2014). Interviews Tony Adams MBE on leadership. Saville Consulting International Conference. London, UK. (Available on YouTube).
• Saville, P., Hopton, T (2014). ‘Psychometrics @ Work’, Saville Consulting.
• Saville, P., Hopton, T (2015). ‘So you're an Industrial Psychologist. But what do you actually do?’ Invited talk at Eton College
• Saville, P., Hopton, T (2015) ‘A History of Leadership Theory’, Book chapter in Business Psychology In Action, Association for Business Psychology, Altrincham, Cheshire
• Saville, P. (2015). Peter Saville Unplugged: Entrepreneurship, Leadership & Chairing a PLC. Keynote Speech: Association of Business Psychologists Annual Conference 2015 “Business Psychology in Action”. Reading, UK.
• Saville, P., MacIver, R. (2016 in press). A Very Good Question. Chapter in ‘Psychometric Testing: A Critical Perspective’. Ed. Cripps, B. Wiley, London, UK.
• Saville, P., Hopton, T. World Anthology of Psychologists Series: From Obscurity to Transparency in Psychometrics - Collected Writings of Peter Saville 1972–1975, Routledge, London, UK.

References