One potential benefit of employee discharges is the development of improved
performance management and disciplinary skills.
The Age Discrimination in Employment Act covers individuals over the age of 40.
One way to improve employee socialization outcomes is to provide realistic
requirement information regarding job requirements and rewards.
Bona fide occupational qualifications are not of relevance to the initial assessment
phase.
The principal assumption behind the use of biodata in selection processes is the axiom,
“the best predictor of future behavior is past behavior.”
Counting the number of employees on payroll may be a misleading indicator of the
workforce because it ignores the amount of scheduled time worked by each employee
relative to a full workweek.
Numerical employment interview ratings represent objective measures.
The traits measured by Big Five personality tests are measures of factors brought about
entirely by life environments, and not by genetics.
A different set of criteria are used to evaluate the effectiveness of internal assessment
methods, since concepts like validity and adverse impact are unimportant for internal
hiring.
Letters of recommendation are an excellent way to help organizations separate highly
qualified from moderately qualified applicants.