The relationship between the behavioral consistency procedure and two other procedures (application form analysis and rating scales) were investigated through a comparison of initial employment and hiring practices used by the U.S. Civil Service Commission. The position of Budget Analyst was initially assessed in terms of five achievement areas and a panel of expert raters established the dimensions for rating potential applicants on their suitability for the position. Experienced personnel staffing specialists then rated the applications of 50 individuals who were already in the position of Budget Analyst using several combinations of rating procedures to determine the applicants' suitability for the job. Results indicated that the behavioral consistency approach is: (1) more costly and time-consuming; (2) more reliable; and (3) applicable for developing hiring procedures for mid-level occupations at the point of entry into federal service. (Author/HLM)