Answer:
Let me give you with these examples that might help you I guess:
Unprofessional HR Behavior: When you had an interview and a few days later you made a call to check back to know the feedback. But the hiring manager behaved very roughly and you didn’t even know why.
Semi-Professional HR Behavior: When you had an interview and a few days later you made a call to check back to know the feedback. But the hiring manager passively denied you.
Professional HR Behavior: When you had an interview and a few days later you got an email with regret that you did well but they find a better candidate than you. They were so proactive that within a few days you get your result. You didn’t have to follow up.
Hope this helps c;
Answer:
Direction
<h3>
Which two Validities are the most important to establish for an association claim?</h3>
- The two most important validities to interrogate are construct validity and statistical validity with an association claim.
- The construct validity checks how well each variable was measured.
- The statistical validity checks how well the data supports the conclusion.
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Jim Crow laws were state and local laws that enforced racial segregation in the southern United States. These laws were enacted in the late 19th and early 20th centuries by white southern democrat dominated state legislatures to disenfranchise and remove political and economic gains made by black people during the reconstruction period.
