As compared to other selection methods, an employee hired through is likely to stay with a company for a longer period of time. Job search platforms such as Indeed College and university partnerships Direct application (a direct applicant) Referral QUESTION 16 What is the one of the major DIFFERENCES between competency modeling and traditional job analysis? Competency modeling is more time-consuming and expensive; job analysis is cheaper and quicker Competency modeling cannot be used to decide what type of employees to hire; job analysis can be used to decide what type of employees to hire Competency modeling focuses on aligning competencies with organizational strategy; job analysis focuses more on aligning KSAOs and tasks Competency modeling focuses more on KSAOs; job analysis focuses more on underlying characteristics of an individual that can be linked to organizational strategy For the training method to be successful, it is important that it accurately imitates the real life conditions and sifuations employees will encounter when on-the-job. Simulation Behavior modeling Adventure learning Lecture QUESTION 18 Before creating a training program, an HR specialist needs to understand the organization's budget, resources available to support training, and its goals. What type of training needs analysis/assessment does the HR specialist need to conduct? Team needs assessment Person needs assessment Organization needs assessment Task needs assessment Best Buy is hiring a Customer Experience Specialist and uses several methods to select a qualified candidate. This includes a brief online test, resume review, and interview. During the interviews the hiring manager Jamie also requires women to demonstrate their ability to lift a heavy box. Jamie reasons that sometimes Customer Experience Specialists mus. help with stocking and inventory, which requires liffing heavy objects, and men can generally lift heavier objects than women. Jamie doesn't ask the men who applied to demonstrate their ability to lift the box. This is an example of Disparate impact Disparate treatment Neither Both QUESTION 20 A company using a leadership test to select upper-level managers soon realizes that the test has some problems. It is good in some ways: it is relevant to the job and high scores on the test do seem to be associated with good management skills. However, the test does not include items assessing how potential leaders would handle several very important problems that occur quite frequently in this job. This test does not have Reliability Construct validity Content validity Criterion validity