Psychological selection of military recruits is the prerequisite to ensure the combat effectiveness of the troops. The key to selection is prediction, and the key to prediction is to choose the appropriate criteria. In 1980s, researchers used job performance measurement (e.g. hands-on test, written knowledge test, task performance rating scales, and behaviorally anchored rating scales), administrative/archival records and training performance as criterion to validate armed services vocational aptitude battery (ASVAB) in Army Selection and Classification Project (Project A). In 2000s, researchers used army life survey (ALS), first term attrition, future army life survey (FALS) and criterion situational judgement test as criteria in New Predictors for Selecting and Assigning Future Force Soldiers (Select21). Chinese researchers used predictive elimination accordance ratio to validate Chinese recruitment psychological screen system. At present, there are some problems in the criteria used in the research of psychological selection in our army, such as unable to reflect the combat effectiveness, single function, and single choice; it is of great significance to study the validity of psychological selection concerning these problems. This paper mainly introduces the criterion used by US army and our army in the validity verification of psychological selection of recruits, and discusses the past and prospect of psychological selection in our army.