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In employment law, a bona fide occupational qualification (BFOQ) (US), bona fide occupational requirement (BFOR) (Canada), or genuine occupational qualification (GOQ) (UK) is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—a quality that when considered in other contexts would constitute discrimination in ...
The best thing you can do to help you get a new job is to make yourself indispensable at your current position. It doesn't matter if you have a full-time job now. Whether you're employed in a ...
After conducting research with employers across Canada, the Conference Board of Canada released Employability Skills 2000+, which defines employability as "the skills you need to enter, stay in, and progress in the world of work". Saunders & Zuzel (2010) found that employers valued personal qualities such as dependability and enthusiasm over ...
They look like they are of good ability, emotionally well adjusted and reasonable, and these traits make them attractive to those in charge of hiring staff within organizations. Unlike narcissists, psychopaths are better able to create long-lasting favorable first impressions, though people may still eventually see through their facades. [ 125 ]
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Employers may be prohibited from asking applicants about characteristics that are not relevant to the job, such as their political view or sexual orientation. [2] [3] For white collar jobs, particularly those requiring communication skills, the employer will typically require applicants to accompany the form with a cover letter and a résumé. [4]
Hackman & Oldham proposed the job characteristics model, which is widely used as a framework to study how particular job characteristics impact job outcomes, including job satisfaction. The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to ...
The latter question is important because speed and accuracy for the same task may be independent of one another. The second distinction is between typical and maximum performance. Sackett, Zedeck, and Fogli [ 10 ] did a study on supermarket cashiers and found that there was a substantial difference between scores reflecting their typical ...