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Personality tests, while valid and reliable are not generally accepted as legally defensible in the selection process

 Personality tests, while valid and reliable, are not generally accepted as legally defensible in the selection process.

114) In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

115) Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

 

116) John is subjectively evaluating all applicant information prior to making a hiring decision. He is using a clinical approach in the selection process.

 

117) Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

 

118) If an employer does not thoroughly check information provided by a potential employee who later commits a crime while an employee, the company can be held liable for a negligent hiring.

 

Jan 24 2020 View more View Less

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