Selection Tools :

Selection processManagers find out whether each applicant is qualified for the position and likely to be a good performer

Background InformationHelpful to screen out applicants who are lacking key qualifications
Determine which qualified applicants are more promising than others

InterviewsStructured interviews where managers ask each applicant the same job-related questions.
Unstructured interviews that resemble normal conversations.
Usually structured interviews preferred; bias is possible in unstructured interviews.

Paper-and-Pencil TestsAbility tests assess the extent to which applicants possess the  skills necessary  job performance
Managers must have sound evidence that the tests are good predictors of performance

Physical ability tests Measures of dexterity, strength, and stamina for physically demanding jobs
Measures must be job related to avoid discrimination.

Performance tests Tests that measure an applicant’s current ability to perform the job or part of the job such as requiring an applicant to take typing speed test.
Assessment centers are facilities where managerial candidates are assessed on job-related activities over a period of a few days.

ReferencesKnowledgeable sources who know the applicants’ skills, abilities, and other personal characteristics
Many former employers are reluctant to provide negative information