HR professionals ensure that their selection decisions meet the standards set by courts and tribunals. Which of the following is the best way to do so$?$

Question $6$ options:

avoiding making hiring decisions

completely eliminating factors such as age, gender, and disability when considering candidates

thoroughly analyzing required KSAOs for each position to be filled

using valid and reliable science$-$based methods when choosing BFORs

Question $7(1$ point$)$

One of the following is most likely an an example of indirect discrimination?

Question $7$ options:

a requirement drawn on local market experience that is not substantiated

a minimum height or weight requirement for police forces

a requirement that an attendant in a women's locker room must be female

a minimum score on certain employment tests

Question $8(1$ point$)$

When a job candidate fits the organization's values and culture and has the contextual attributes desired by the organization, we call it as

Question $8$ options:

person$-$organization fit

internal fit

person$-$job fit

external fit

Question $9(1$ point$)$

The management of asks you to hire an older woman to avoid the significant family$-$related challenges and high turnover rate that comes with hiring younger administration employees. What is this is an example of$?$

Question $9$ options:

streamlining internal company staffing policies

the need for written codes and standards of conduct

balancing the rights and interests of employees and management

recruitment and retention constraints

Question $10(1$ point$)$

When the selection rate for a protected group is lower than that for the relevant comparison group, what might potentially occur?

Question $10$ options:

discrimination

direct discrimination

adverse effect discrimination

an adverse impact discrimination