Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

2. Choose one job performance predictor discussed in Chapter 9, and analyze its practical significance.

The job performance predictor I chose to examine is the employee reference. References “require the employer to collect information about prospective job applicants from people who have had contact with the applicants” (Gatewood et al, 2011). References can serve to verify information that has already been given by the applicant, or it can provide an opportunity to screen out unqualified applicants. In my previous positions as a manager, I witnessed several instances of what I later found out were over-inflated resumes – applicants exaggerating their skills, education, and/or experience to obtain employment.

Many managers agree that no matter how important or unimportant a good reference is, a non-positive reference can be the single determining factor in not offering employment (“The importance,” 2012). While I have never had a negative reference to my knowledge, I can say that I have had a particularly awful manager that I was often concerned would give me a negative reference for future jobs. It’s unfortunate that those scenarios are also often possible; both legitimate and non-warranted negative references can block an offer for employment.


Gatewood, R., Field, H., & Barrick, M. (2011). Human resource selection (7th ed.). Mason, OH: South-Western Cengage Learning.

The importance of job references. (2012). Wall Street Services. Retrieved from…

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