AnswerAs a mid$-$level manager, Eliza is in charge of selecting between finalist candidates for her engineering department. In the past, they have generally recruited and selected external candidates, from which she utilized discretionary methods to determine her final hires. Her department has begun a push for internal selection, and when selecting her final hires in the discretionary phase one unique difference she has found is likely that: Limited measures are utilized Less assessors and decision$-$makers $($including herself$)$ are used to rate the applicants in terms of quality and ultimately "hireability" The incorporation of OCBs $($and CWBs$)$ into the decision$-$making process has lesser information from which to draw from

Michael is designing his internal selection program under the philosophy that past performance is likely going to be reflective of future or actual on$-$the$-$job performance after hiring. This mindset is best represented by:

Logic of prediction

Predictors

Critereon

Outcome variables