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The EEOC's preferred method of settlement for employment discrimination claims is a
lawsuit.
Evidence suggests that demographically diverse teams are far more effective than
homogeneous teams.
There is little controversy over the use of personality measures in personnel selection.
When assessing adverse impact, the law prohibits taking sample size into account.
Targeted recruiting is done to find applicants with specific characteristics pertinent to
person/job or person/organization match.
It is unlawful to screen out individuals with disabilities, unless the selection procedure
is job-related and consistent with business necessity.
With a tight labor market, the organization will be in a position to provide lower cost
offers.
Surveys suggest that only 3 out of 10 organizations conduct reference checks.
Sound staffing strategy should always focus on acquiring employees who can hit the
ground running and be at peak performance the moment they arrive.
Constitutional law supersedes any other source of law or regulation.
Employing organizations usually have a lot of control over the quality of the flexible
workforce.
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