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It is usually wise to just focus on task and KSAO requirements when staffing, because
job requirements almost never extend beyond task and KSAO requirements.
The logic of prediction indicates that a point-to-point comparison needs to be made
between requirements of the job be filled and the qualifications of the job applicants.
The ADA requires the performance of a job analysis to identify the essential functions
of a job.
Measurement standardization applies to measurement content, not the administration of
measurements.
It is typically easy to determine the number of contacts with applicants needed to fill a
vacancy.
Discretionary assessment methods are used to reduce the candidate pool to finalists for
a job.
Research indicates that recruits are bored by overly simple web-based recruiting
systems and they prefer a more elaborate design.
A currently employed offer receiver normally incurs costs for leaving and will expect a
"make whole" offer amounting to 20-30% of the offer receiver's current base pay.
Research suggests that procedures followed for internal recruiting and other personnel
practices can be almost as important as the outcome of the decisions themselves.
The process of translating the results of a job analysis into actual predictors to be used
for selection is known as a discriminant validity study.
A correlation between two variables does not necessarily that one causes the other.
Drug testing methods have become so accurate that it is no longer considered necessary
to use retesting to validate samples from an initial screening test.
