Differences between personality tests and integrity tests

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1) Describe the similarities and differences between personality tests and integrity tests. When is each warranted in the selection process?

2) Describe the structured interview What are the characteristics of structured interviews that improve on the shortcomings of unstructured interviews?

3) How should organizations apply the general principles of the UGESP to practical selection decisions?

4) Cognitive ability tests are one of the best predictors of job performance, yet they have substantial advers impact against minorities. Do you think it's fair to use such tests? Why or why not?

5) Explain how internal selection decisions differ from external selection decisions.

6) Vincent and Peter are sales associates and are up for promotion to sales manager. In the past five years, on a 1 = poor to 5 = excellent scale, Vincent's average performance rating was 4.7 and Peter's was 4.2. In an assessment center that was meant to simulate the job of sales manager, on a 1 = very poor to 10 = outstanding scale, Vincent's average score was 8.2 and Peter's was 9.2. Other things being equal, who should be promoted? Why?

Reference no: EM133136809

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