Exit interviews should be conducted by exiting employee’s immediate supervisor
whenever possible.
Competency-based job analysis attempts to identify and describe job requirements in
the form of general KSAOs that are required across a range of jobs.
A prison with mostly male inmates might successfully use the concept of BFOQ to
argue that it is a business necessity to hire only male prison guards on the grounds that
by doing so it ensures the safety, security, and privacy of inmates.
The Civil Rights Act prohibits discrimination on the basis of age or disability status.
Most experts agree that cognitive ability cannot be measured accurately by standardized
tests.
Having two or more people independently develop task statements for a given job is a
way to enhance content validity and assess reliability.
Although civil rights legislation does not explicitly mention the use of tests in staffing,
most courts have found that the use of such tests is permissible.
The Uniform Guidelines in Employee Selection procedures indicates that when a
selection procedure shows adverse impact, the organization must either eliminate it or
justify it through presentation of validity evidence.
The specificity of the language used in an employment contract must be very extensive.
Individuals who have higher levels of agreeableness tend to have lower-levels of career
success and are less able to cope with conflicts.
If an organization faces a surplus of workers, it is likely that they will have to either
downsize or encourage voluntary retirement, because there aren’t many alternatives to
these actions.
When a company’s values are consistent with practices that employees encounter on a
day-to-day basis, motivation, communication, and retention are enhanced.
Job knowledge tests hold great promise as a predictor of job performance.
Written job offers should normally contain terms of acceptance that require acceptance
without revision.
An advantage of the “market-matching strategy” for negotiating initial job offers is that
this strategy repeatedly yields acceptances from the highest quality (KSAOs)
applicants.
Evidence suggests that personality dispositions have little or no impact on employee
tendencies to turnover.
Employee termination is the final step in progressive discipline, and ideally it would
never be necessary.
Standard scores are also useful for determining how a person performed, in a relative
sense, on two or more tests. This is helpful for comparing relative standing across
several tests.
The construct of “integrity” is well understood.