Requiring candidates to perform at a satisfactory level on an assessment before being allowed to continue in the selection process is called a multiple hurdles approach.
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Q2: Job offers are seldom tied to the
Q3: The company's choice of assessment methods and
Q4: Person-organization fit is the fit between an
Q5: Research suggests that person-job fit leads to
Q6: Most organizations put a great deal of
Q8: Using more than one assessment method is
Q9: The job offer should appeal to the
Q10: Selection is the process of gathering and
Q11: Job offers for lower level positions are
Q12: With the compensatory approach high scores on
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