The behavior consistency model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job.
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Q5: Before rejecting candidates or disciplining employees because
Q6: Validity generalization is established by demonstrating that
Q7: Predictor scores report the job performance level
Q8: Employers are prohibited from harassing job applicants
Q9: Sound selection processes rarely affect a firm's
Q11: Predictive validation studies are more commonly used
Q12: Employers cannot be held liable for sexual
Q13: The reliability of a measure refers to
Q14: Accurate selection procedures cannot minimize training costs.
Q15: The more closely an assessment simulates actual
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