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Providing feedback to employees if they are not selected in a job posting system is a
bad idea because it will just discourage them from responding in the future.
Applicant flow statistics require the calculation of selection rates for groups and the
subsequent comparison of those rates to determine if they are significantly different
from each other.
Criterion measures are not used in the calculation of content validity.
In comparison with external selection, internal selection places greater emphasis on
predictor signs than samples.
Access to typical salary information for various occupations or job titles is very hard to
come by, especially for job seekers.
If the correlation coefficient between variables X and Y is .90, this means that the
proportion of common variance shared by the two variables is ninety percent.
Research shows that applicants have a favorable attitude toward biodata inventories.
An organization's employment brand is completely different than its product market
image.
Assessment centers have no validity in predicting performance and promotability
beyond personality traits and cognitive ability tests.
External selection refers to the assessment and evaluation of external job applicants.
Whereas job requirements job analysis starts by analyzing what people already do,
competency-based job analysis starts from the organization's mission and goals and
works downward to determine requirements for each job based on these goals.
