References, biographical data, and job applications gather background information on applicants before an interview. These techniques are, at best, weak predictors of future job success. Physical ability tests may be relevant for predicting not only job performance, but for predicting occupational injuries and disabilities as well. Work$-$sample tests attempt to simulate the job in a prehiring context to observe how the applicant performs in the simulated job.

In this exercise, please read the mini$-$case and answer the questions that follow.

Easy Moving, a moving company, is seeking outside advice from a consultant $($you$)$ about the appropriate selection measures to use to analyze job candidates. The position that the company most often hires for is a Driver$/$Mover$.$ Individuals in this job must be able to drive long hours, and lift and carry heavy objects for long periods of time. When people are moving from one home to another they contact Easy Moving to take care of relocating all of their belongings. The people responsible for the move are the Drivers$/$Movers$.$

Because driving a truck is an essential function of the job, individuals must not only be physically capable of driving, but also must have an impeccable driving record. Driving a truck can be considered a safety hazard if the individuals were not in the right frame of mind to be a good driver. Easy Moving should keep these things in mind when analyzing applicants. Additionally, individuals applying for a Driver$/$Mover position with Easy Moving must have the physical ability necessary to move heavy furniture, a requirement that is mentioned prominently in the job description. Inability to move furniture and other objects would be a risk to the employees themselves, as well as to the safety of coworkers, clients, or the clients' belongings.

$1$a Which of the following is a drawback....

Which of the following is a drawback to requesting reference letters or conducting reference checks?

Multiple Choice

They are used too often.

They can be low in validity.

They are too objective.

They discourage ingratiation by the candidate.

They are used too infrequently.