1. While promoting from within an organization may raise employee morale and encourage loyalty, the strategy has the potential to lead to either a real or perceived lack of __________ or discriminatory impact.

2. Content validation with regard to pre-employment tests is based on a careful job analysis that identifies important tasks behaviors and __________ that a job requires. 3. Under common law, employers can be found liable for fraud in recruitment if they allow an applicant to believe something about a job that they know is _______.

4. In the absence of age as a bone fide occupational qualification (BFOQ), the Age Discrimination in Employment Act of 1967 prohibits discrimination against an individual _______ years of age or older.

5. The Immigration Reform and Control Act (IRAC) of 1986 condone __________ against illegal aliens in recruitment.

6. In a pre-employment interview, an employer should avoid asking if an applicant or a potential employee is a ___________ of the United States.

7. Under the American with Disabilities Act of 1990, employers are strictly prohibited from asking job applicants with disabilities about their _________ history.

8. The purpose of the Drug-Free Workplace Act of 1998 is to assist working ______ in keeping their _______ free from drugs.

9. In the context of pre-employment tests, construct validity is generally most useful when an employee is seeking to measure _________________ characteristics.

10. For an eligibility test to be legally validated as an effective gauge of performance, an employer must show that the test is job-related and ____________ with business necessity.