question archive As an HR manager, why would you most likely not use predictive validity to validate a selection test? A) lack of technical soundness B) stressful for job applicants C) associated time and cost D) poor motivation test

As an HR manager, why would you most likely not use predictive validity to validate a selection test? A) lack of technical soundness B) stressful for job applicants C) associated time and cost D) poor motivation test

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As an HR manager, why would you most likely not use predictive validity to validate a selection test?

A) lack of technical soundness

B) stressful for job applicants

C) associated time and cost

D) poor motivation test

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