Final answer:
Personnel in nonsensitive positions may be tested at various stages of the hiring process, depending on the organization's policies and requirements. Universal cutoff points may be used in hiring decisions to establish standardized criteria, but they can also eliminate potentially strong employees. The decision of when and how testing is conducted is determined by the organization.
Step-by-step explanation:
Personnel in nonsensitive positions may be tested at various stages of the hiring process, depending on the organization's policies and requirements. Testing can be done during initial screening, interviews, or even after an offer of employment has been made. It is important to note that the types of tests administered can vary widely, including aptitude tests, psychometric assessments, personality tests, and drug tests.
Universal cutoff points may be used when there is a need for standardized criteria in a hiring decision. For example, if a particular skill or qualification is absolutely necessary for the job, a universal cutoff point may be applied to ensure that all candidates possess that skill. However, there are situations where universal cutoff points may eliminate otherwise strong employees. For instance, if a high score on a particular test is required, it may exclude candidates who have other valuable qualities or experiences that could contribute to their success in the role.
Ultimately, the decision of when and how personnel in nonsensitive positions will be tested lies with the organization conducting the hiring process. They should clearly communicate their testing policies and criteria to candidates to ensure fairness and transparency.