Chapter Three Selecting and evaluating assessment methodsHow selection assessment methods are applied to choose the best applicants ?Organizations compete in the war for talent. So, one effective selection assessment method can help any organizations to choose the best applicant(s). Using scientifically proven assessments to make selection decisions, even though such assessments have been shown to result in significant productivity increases, cost savings, decrease other critical organizational outcomes. I shall indicate common misconceptions about selection tests, such as: Screening applicants for conscientiousness will yield better performers, then screening applicants for intelligence, screening applicants for their values will yield better performers, then screening applicants for intelligence, integrity tests are not ueful because job candidates misrepresent themselves on these typs of tests, unstructured interviews with candidates provide better information than structured assessment processes and using selection tests creates legal problems for organizations rather than helps to solve them.There are numerous different types of formal assessments that organizations can use to select employees. The first step in developing or selecting an assessment method for a given situation is to understand what the job requires employees to do and what knowledge, skills and abilities individuals must posses in order to perform the job effectively. This is typically accomplished by conducting a job analysis . For job oriented job analysis recruitment example, providing test by stating fact and answer questions, gathering and reviewing information to obtain obtain evidence or develop background information on subjects, integrating diverse information to uncover relationships between individuals, events or evidences.Other assessment methods focus on how measuring the best applicant who are required to perform job tasks effectively, such as various mental abilities, physical abilities or personality traits, depending on the job's requirements. If one were to assess whether candidates could solve decisive and communicate effectively. Alternatively, if one were selecting an administrative assistant, such as the ability to perform work conscientiously with speed and accuracy would be such more important for identifying capable candidates. Some worker-oriented or job analysis data are used as a basis for developing assessment method, that focus on a job candidate's underlying abilities to perform important work task.In general, any organization interviews only divide either internal or external both selection. Internal selection refers to situations where organization is hiring or promoting from within, whereas, external selection refers to situations where an organization is hiring from the outside.