The information that a selection specialist uses to predict future job performance can be obtained from several different types of tools: application forms, interviews, tests, work simulations, and so on.

The information that a selection specialist uses to predict future job performance can be obtained from several different types of tools: application forms, interviews, tests, work simulations, and so on. In this assignment, use course materials, resources, and the Library to finish constructing your selection process. For this assignment, your selection process should include the following components:

• Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.
• Rationale for usage
• How the tool or tools will be used in the selection process
• List of resources cited

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Identification of the tool or tools to be used and ways in which technology can be used to make the tool(s) more effective.

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Some of the tools which are being regularly used in modern day hiring and selection practices are:

1) Assessment Tests: There are myriad of assessment tests available today which helps us to analyze and ascertain various aspects about the prospective candidate with respect to his abilities, personality and appropriate for the vacant position. For example, there are cognitive-ability test that measures candidates’ flexibility, learning ability, attention to detail and ability to multi-task. Similarly, there are job related assessment tests to ascertain the technical expertise with respect to the job which the applicant is being assessed.

Another exciting test which is being developed by a company named Qwiz is Qwiz Reveal, which uses what the company calls bio-data. Bio-data is a methodology that states that one of the most accurate predictors of future behaviors is past behavior.

Quiz Reveal asks candidates about situations from the past that measure what Qwiz calls citizenship behaviors (e.g., commitment and loyalty, helpfulness and dependability) and counter-productive behaviors (e.g., impulsiveness, dishonesty and hostility). The software provides easy-to-interpret reports that include information on specific actions the employer should follow-up on if they bring that particular candidate in for a face-to-face interview.

As …