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student-response-1

Student 3


The Multiple Hurdles Model differs from the Compensatory model because it requires the applicant to pass one predictor in order to qualify for further advancement. This method is especially effective when used for technical positions where a well-rounded employee is vital for the success and longevity of their career in said position. When compared to the Compensatory model, the multiple hurdles model would be preferable if you are only seeking the best of the best; if you want a staff filled with an elite set of employees. A potential downside is that the employee barely earns a passing score on each predictor so that you are left with an adequate employee at best that’s not excellent at anything but not terrible at anything either. However, using the Compensatory model, you can be left with an employee that excels highly in one area but not so well in another area. This would be beneficial if you can cater certain tasks to certain employees skilled in the relating areas.


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