Sound selection processes rarely affect a firm's bottom line.
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Q4: In using a criterion-related strategy to assess
Q5: Before rejecting candidates or disciplining employees because
Q6: Validity generalization is established by demonstrating that
Q7: Predictor scores report the job performance level
Q8: Employers are prohibited from harassing job applicants
Q10: The behavior consistency model implies that the
Q11: Predictive validation studies are more commonly used
Q12: Employers cannot be held liable for sexual
Q13: The reliability of a measure refers to
Q14: Accurate selection procedures cannot minimize training costs.
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