21.An employer’s obligation to inquire into someone’s fitness varies, depending on the nature of the job in question.
22.Information contained on the application blank can rarely be used to identify problem employees.
23.Title VII of the 1964 Civil Rights Act specifically prohibits employers from inquiring about a person’s sex.
24.Research studies have found that biodata inventories are excellent predictors of job success.
25.Under the Fair Credit Reporting Act, employers are not required to notify job applicants when employment is denied because of information obtained during a background investigation prepared by an investigative agency.
26.Interviews raise the same legal concerns as application blanks.
27.There is strong research evidence supporting the validity of personality tests for employee selection.
28.Work sample tests are appropriate for situations in which an applicant is expected to be skilled at the time of hire.
29.The Employee Polygraph Protection Act of 1988 bans most public-sector employers from using polygraph tests in the selection of candidates.
30.Line managers are rarely involved in the EEOC investigation process associated with discrimination charges.