5. Recruiting B. What makes recruiting effective/ ineffective? C. How many and what types of contacts should be made? D. Where should you look?
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8. Proof of Job Relatedness C. Validity (continued) 4. Predictor/Criterion Relationship a. Strength b. Statistical significance 5. Why is validity important? D. Reliability
9. Selection Predictors 1. Ability a. Cognitive ability b. Mechanical knowledge c. Psychomotor 2. Personality and interest 3. Work sample tests A. Tests
10. Selection Predictors 4. Training and experience 5. Interviews 6. Graphology 7. Assessment centers A. Tests (continued)
11. Selection Predictors B. Valid predictor v. addressing adverse impact C. Usage 1. Possibly violating legal requirements and reducing potential productivity . 2. Reference and recommendations; low validity, high face validity
12. Selection Predictors C. Usage (continued) 3. Multiple predictors a. Multiple hurdles b. Compensatory c. Combined
![Recruiting ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)