Question: 16. is the extent to which a worker's competencies and needs match a specific job. person-iob (pj) hit person-organization (P-O) fit legal defensibility behavior-description interview

match a specific job. person-iob (pj) hit person-organization (P-O) fit legal defensibility

behavior-description interview 17. is the extent to which the selection device measures

job-related criteria in a way that is free from bias. legal defensibility

person-iob (PJ) fit person-organization (P-O) fit talent management 18. matches high-potential employees

16. is the extent to which a worker's competencies and needs match a specific job. person-iob (pj) hit person-organization (P-O) fit legal defensibility behavior-description interview 17. is the extent to which the selection device measures job-related criteria in a way that is free from bias. legal defensibility person-iob (PJ) fit person-organization (P-O) fit talent management 18. matches high-potential employees with an organization's most strategically valuable positions. talent management external recruiting internal recruiting employee referrals 19. class. Is when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected adverse impact disparate treatment workplace discrimination external recruiting 20. is when employees from protected groups are intentionally treated differently. disparate treatinent workplace discrimination adverse impact external recruiting

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