Final answer:
The use of height as a predictor of job performance is typically discriminatory and invalid, except for jobs with specific physical requirements. The U.S. EEOC enforces laws to prevent such discriminatory hiring practices.
Step-by-step explanation:
The use of an applicant's height as a predictor of job performance would typically be considered discriminatory. It would generally be seen as an invalid criterion unless the job in question has specific physical requirements that legitimately require a certain height for effective job performance. The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws to prevent hiring practices that discriminate against job applicants based on factors such as race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic that is not directly linked to job performance.
When assessing criteria for job performance, measures must be valid; meaning they should accurately and reliably predict actual job performance. Height, in most cases, would not be a valid measure of one's ability to perform a job well. Moreover, making hiring decisions based on height, unless job-relevant, could lead to unequal treatment of applicants, thereby violating anti-discrimination laws.