byChoosing a company and learning about their hiring practices for one or more positions. the research can be found from the Web, especially for public sector organizations (such as Canada Post and the RCMP.....etc). The criteria in Table 2.1 can be used to see if the organization's strategy selection procedures are analytical and scientifically grounded (evidence-based). the position has to be supported. We can present any information reported on the website that speaks to the reliability, validity, and fairness of the procedures. please also assist in including references for the answer and APA style use is needed.

Chapter 2: Foundations of Recruitment and Selection Reability and VG Review Type of Process Analytical Job analysis identifies KSACS Select valid measures of KSAOS Validate predictors and assess utty Retain valid and useful predictors Assessment Procedures Decision Making Implementation Evaluation of Process Intuitive - Untested approaches Fad-based selection system Lack of use of reliable and valid selection tools Techniques and selection tools chosen based on marketing Selection procedures used are rarely Validated -Unstructured interview "Gut-feel" Case-by-case basis Subjective .Comfort with the process Fleability and speed Fits organizational culture Human rights litigation Lack of competitiveness Marginal employees Objective, reliable, and valid measures Rational System-wide Empirical Structured procedures Consistent process Maintains standards Delensibility of system Increased productivity Effective employees . Why Is it Used? Potential Outcomes . Chapter 2: Foundations of Recruitment and Selection Reability and VG Review Type of Process Analytical Job analysis identifies KSACS Select valid measures of KSAOS Validate predictors and assess utty Retain valid and useful predictors Assessment Procedures Decision Making Implementation Evaluation of Process Intuitive - Untested approaches Fad-based selection system Lack of use of reliable and valid selection tools Techniques and selection tools chosen based on marketing Selection procedures used are rarely Validated -Unstructured interview "Gut-feel" Case-by-case basis Subjective .Comfort with the process Fleability and speed Fits organizational culture Human rights litigation Lack of competitiveness Marginal employees Objective, reliable, and valid measures Rational System-wide Empirical Structured procedures Consistent process Maintains standards Delensibility of system Increased productivity Effective employees . Why Is it Used? Potential Outcomes