Compare and contrast different selection procedures for jobs, paying special attention to the factors of reliability, validity, fairness, applicability, time requirements, and cost

What will be an ideal response?

* Job application forms – low cost, good reliability and validity (when verified), fair, applicable, little time.
* Job interviews – structured (all candidates asked the same questions in the same format) and unstructured (more subjective in nature); limited reliability and validity; validity and reliability can be improved by basing questions on job analysis, using multiple interviews, and if interviews are structured and they contain situational questions (hypothetical situations that require candidates to think on their feet).
* Testing – must be reliable, valid, and standardized to be successful; tests that lack reliability and validity may be considered unfair, discriminatory, and illegal; examples of commonly used tests include:
1) cognitive ability tests, 2) mechanical ability tests, 3) motor and sensory ability tests, 4) job skills and knowledge tests, and 5) personality tests (have recently increased in popularity).