How to make them more legally defensible

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In the past the Resort has used a simple selection process. Applicants for vacancies complete an application blank that is screened by the secretary. The employment supervisor or the department manager then interviews the successful applicants. In some instances departments used additional tests which were developed at the Resort. The employment supervisor maintains some background information but not on a consistent or structured basis. Mr Jones wants to know if we can use the tests created at the Resort and how to make them more legally defensible?

Reference no: EM132180868

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