What are the advantages and disadvantages of recruiters providing a realistic job preview to job applicants? What are some instances when realistic job previews should not be used?
Answer to relevant QuestionsWhat are the characteristics of an effective and an ineffective college recruiter? Why should a selection method be both valid and reliable? What could happen legally if a company uses a selection method that lacks these characteristics? 1. Why would some employers resist using the SkillSurvey, Inc. type tool? 2. What implications does “on demand” reference checking have for job seekers? 3. Are the metrics displayed in the comparison table convincing ...What should an organization do in order to help make sure that its performance evaluation system is legal? What is the role of job analysis in this process? What is the difference between equal pay and comparable worth? Why are these concepts so important?
Post your question