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The person/job match model says that jobs are characterized by their level of
qualifications and motivation.
Performance management systems are used primarily to detect individuals whose
performance is unsatisfactory and should be terminated.
The Big Five personality test is used to describe emotional and cognitive traits that
capture 20% of an individual's personality.
It is highly desirable to periodically conduct audits or reviews of an organization's
degree of compliance with laws and regulations pertaining to staffing.
AAPs are organization-specific plans that have a legal origin and basis.
A rank ordering of five job candidates in terms of overall qualification for the job is an
example of an ordinal scale.
Most of the processes involved in staffing are too subjective or difficult to quantify.
Failure to conduct a reference check opens an organization to the possibility of a
negligent hiring suit.
The proportion of organizations that conduct pre-hire background checks to determine
if employees have criminal records or inaccurate reporting on resumes, has risen
dramatically in recent years.
Records are not necessary for legal compliance.
Perfect reliability is virtually impossible to achieve because of the presence of
measurement error.
Most estimates suggest that employee referrals are one of the least commonly used
recruiting methods.
A useful predictor is one where the sign of the relationship is consistent with the logic
or theory behind the predictor.
Enterprise Rent-A-Car tries to use a single strategy for recruiting employees, rather than
spreading their efforts across a lot of different strategies.
The correlation coefficient does not measure the change in one variable caused by
another variable.
