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89 Cards in this Set
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job analysis
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the process of obtaining information about jobs by determining their duties, tasks, or activities
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job description
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a statement of the tasks, duties, and responsibilities of a job to be performed
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job specification
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a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs
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functional job analysis (FJA)
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a job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job
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position analysis questionnaire (PAQ)
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a questionnaire identifying approximately 200 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a job
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critical incident method
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a job analysis method by which important job tasks are identified for job success
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task inventory analysis
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an organization-specific list of tasks and their descriptions used as a basis to identify components of jobs
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industrial engineering
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a field of study concerned with analyzing work methods and establishing time standards
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job design
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an outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction
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ergonomics
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the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well-being
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job chracteristics model
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a job design theory that purports that three psychological states:
1. experiencing meaningfulness of the work performed, 2. responsibility for work outcomes, and 3. knowledge of the results of the work performed of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover |
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job enlargement
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the process of adding a greater variety of tasks to a job
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job rotation
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the process whereby employees rotate in and out of different jobs
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job enrichment
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enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
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employee empowerment
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granting employees power to initiate change, thereby encouraging them to take charge of what they do
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job crafting
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a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better
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employee engagement
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a situation in which workers are enthusiastic and immersed in their work to the degree that it improves the performance of their companies
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dejobbing
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refers to a process of structuring organizations not around jobs but around projects that are constantly changing
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employee teams
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an employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in maters traditionally considered management prerogatives, such as process improvements, product or service development, and individual work assignments
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virtual team
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a team that utilizes telecommunications technology to link team members who are geographically dispersed - often worldwide across cultures and across time zones
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flextime
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flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week
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job sharing
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the arrangement whereby two part time employees perform a job that otherwise would be held by one full time employee
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telecommuting
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use of personal computers, networks, and other communications technology such as fax machines to do work in the home that is traditionally done in the workplace
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advantages of telecommuting
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1. increased flexibility for employees - better work/life balance
2. reduced absenteeism 3. retention of valued employees who might otherwise quit 4. reduced "carbon footprints" through minimizing daily commuting 5. increased productivity and reduced wasted office time. 6. lower overhead costs and reduced office space |
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job characteristics model
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five components that enhance employee jobs:
skill variety task identity task significance autonomy feedback |
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employee profile
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a profile of a worker developed by studying an organization's top performers in order to recruit similar types of people
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recruiting process outsourcing (RPO)
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the practice of outsourcing an organization's recruiting function to an outside firm
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internal labor market
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labor markets in which workers are hired into entry level jobs and higher levels are filled from within
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global sourcing
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the business practice of searching for and utilizing goods sources from around the world
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branding
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a company's efforts to help existing and prospective workers understand why it is a desirable place to work
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9-box grid
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a comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance
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passive job seekers
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people who are not looking for jobs but could be persuaded to take new ones given the right opportunity
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nepotism
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a preference for hiring relative of current employees
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re recruiting
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the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm
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employee leasing
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the process of dismissing employees who are then hired by a leasing company which handles all HR related activities and contracting with that company to lease back the employees
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realistic job preview (RJP)
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informing applicants about all aspects of the job, including both its desirable and undesirable facets
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yield ratio
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the percentage of applicants from a recruitment source that make it to the next stage of the selection process
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applicant tracking system (ATS)
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a software application recruiters use to post job openings, screen resumes, and contact via e-mail potential candidates for interviews, and track the time and costs related to hiring people
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job progressions
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the hierarchy of jobs a new employee might experience ranging from a staring job to jobs that successively require more knowledge and or skill
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career paths
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lines of advancement in an occupational field within an organization
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promotion
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a change of assignment to a job at a higher level in the organization
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transfer
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placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job
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relocation services
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services provided to an employee who is transferred to a new location, which might include help in moving, selling a home, orienting to a new culture, and/or learning a new language
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outplacement services
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services provided by organizations to help terminated employees find a new job
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career plateau
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a situation in which or either organizational or personal reasons the probability of moving up the career ladder is low
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sabbatical
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an extended period oft time in which an employee leaves an organization to pursue other activities and later returns to his or her job
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career counseling
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the process of discussing with employees their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives
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mentors
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individuals who coach, advise, and encourage individuals of lesser rank
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career networking
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the process of establishing mutually beneficial relationships with other business people, including potential clients and customers
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dual career partnerships
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couples in which both members follow their own careers and actively support each other's career development
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entrepreneur
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one who starts, organizes, manages, and assumes responsibility for a business or other enterprise
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selection
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the process of choosing individuals who have relevant qualifications to fill existing or projected job openings
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reliability
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the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
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validity
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the degree to which a test or selection procedure measures a person's attributes
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video resumes
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short video clips that highlight applicants' qualifications beyond what they can communicate on their resumes
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nondirective interview
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an interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks - asks open ended questions
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structured interview
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an interview in which a set of standardized questions having an established set of answers is used
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situational interview
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an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
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behavioral description interview (BDI)
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an interview in which an applicant is asked questions about what he or she actually did in a given situation
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panel interview
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an interview in which a board of interviewers questions and observes a single candidate
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sequential interview
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a format in which a candidate is interviewed by multiples people, one right after another
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virtual interview
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interviews conducted via videoconferencing or over the web
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negligent hiring
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the failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
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preemployment test
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an objective and standardized measure of a samples of behavior that is used to gauge a person's knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals
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assessment center
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a process by which individuals are evaluated as they participate in a series of situations that resemble what they might needs to handles on the job
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competency based analysis
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relies on building job profiles that look not only at the responsibilities and activities currently but to do them well
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problems with job descriptions
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1. may be poorly written, vague or give little guidance
2. may not be updated as job duties or specs change 3. may violate law with duties not related to job success 4. can limit the scope of activities of the jobholder, reducing an organization's flexibility |
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labor market
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how many people are available in the population
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strategic human resources management (SHRM)
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the pattern of human resources deployments and activities that enable an organization to achieve it strategic goas
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staffing tables
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graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements
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quality of fill
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a metric designed to measure how well new hires that fill positions are performing on the job
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skill inventories
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files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds
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time to fill
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number of days from when a job is approved to the date a person is ultimately hired
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personalization fit
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hire the right person for the right job
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The Peter Principle
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refers to the situation in which individuals are promoted as long as they have done a good job in their previous jobs. The situation continues until someone does poorly in his or her new job, then they are no longer promoted. This results in people being promoted to their level of incompetence
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boundaryless career
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available to work in any field/any company as long as he or she can move up
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fast track
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helping young, high potential employees move up the ladder quickly
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Selection process
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50% hits: we hired the right person or we didn't hire the wrong person
50% misses: we didn't hire the right person or we hired the wrong person |
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Interviewer training (11 steps)
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understand the job, establish an interview plan, establish and maintain rapport and listen actively, pay attention to nonverbal cues, provide information as freely and honestly as possible, use questions effectively, separate facts from inferences, recognize stereotypes and biases, avoid the "halo effect", control the course of the interview, standardize the questions asked
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halo error
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judging an individual favorably or unfavorably overall on the basis of only one strong point (or weak point) on which you place high value
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extroversion
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talkative, sociable, active, aggressive, and excitable
best for sales, customer service, greeters |
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agreeableness
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trusting, amiable, generous, tolerant, honest, cooperative, flexible
teacher, healthcare worker |
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conscientiousness
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dependable and organized and perseveres in tasks
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neuroticism
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secure, calm, independent, and autonomous
doctors, paramedics |
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openness to experience
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intellectual, philosophical, insightful, creative, artistic, and curious
marketing, design |
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Polygraph Protection Act
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prohibits prehire and random testing
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physical ability test
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is legal if part of the job
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medical exams
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law prohibits this before a pre-employment offer has been made
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drug testing
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can only be given after a job offer has been extended
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