It is best to ask for proof of employment eligibility prior to making a job offer.
Calculation of the test-retest reliability of scores between time periods is done for
objective measures, not subjective measures.
The law is relatively indifferent between the use of written contracts and the use of oral
contracts.
Organizations typically have better data with which to make choices on internal than
external candidates.
Providing employees increased autonomy and a requiring them to learn a variety of
skills increases stress significantly, which leads to greater turnover rates.
Recovering former drug users and recovering alcoholics are covered by the Americans
with Disabilities Act.
If an employer has a selection system in which applicants first take a written test and
those who pass it are interviewed, the plaintiff must show adverse impact for the two
components combined.
Applicant flow statistics look at differences in selection rates (proportion of applicants
hired) among different groups for a particular job.
Records may be used to audit staffing practices and conduct staffing research.
Security is of even greater importance in the administration of internal selection
predictors than it might be in the external selection process.
Conscientiousness is a trait that is associated with better job performance, higher job
satisfaction, better leadership performance, and higher retention.
Employers can adjust the scores of employment-related tests on the basis of race, color,
religion, sex, or national origin.
The major distinction between job knowledge and situational judgment tests is that the
former deals with future hypothetical job situations, and the latter explicitly taps the
content of the job.
Biodata is like a background check in many ways, but background checks tend to focus
on external references rather than applicant surveys.
Trend analysis directly takes into account external factors that might change trends.