Reference no: EM132132589
In the last few chapters, we have learned about various selection techniques (e.g., applications, interviews, ability tests, performance tests, etc.). Think about these techniques, and address one or more of the following questions:
---Should employers use social networking websites or “googling” to screen out applicants? Why or why not?
---Should we even bother asking for references or reference letters if we are going to get little useful information from them?
---Why do some interviewers like stress interviews, or like to ask off-the-wall questions? Are they getting any job-relevant information from these?
---Should we use cognitive ability tests, even though they tend to have adverse impact?
---An applicant asks for an ADA accommodation of a reader on a cognitive ability test. Will this change what we are measuring?
Downsizing decisions and their implementation
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What is the broadcast domain
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How important is the trinity to you or to christians you
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Sales of supplies and paints to local and internet customers
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Accommodation of reader on cognitive ability test
: An applicant asks for an ADA accommodation of a reader on a cognitive ability test. Will this change what we are measuring?
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Why does the author have to look at these particular laws
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Discuss the role of change and risk in association
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What are the seven prima facie duties prescribed
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Higher performance while balancing affordability of system
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