Successful organizations will attract, engage, develop, and retain the best and brightest employees in the future. Success will belong to those organizations who define return on investment not only in terms of profit and loss but also as the development and aggregation of human and intellectual capital (Rich, 2000). Today, the government like most organizations public and private is struggling to hire skilled workers in a tight labor market. As a result, recruiting strategies are becoming more and more important. Examining candidates to work for any organizations to determine their competence is always a challenge.in today’s competitive environment for attracting good global talent companies need to pay particular attention to the perception of the company on the part of candidates and new hired people. A well thought out and extensive assimilation process often makes new employees more likely to stay by helping your employees recognize that they work in a multi-cultural environment or a global environment is an official reminder that there is an expectation that they will attend to cultural differences because the meaning of job titles and job responsibilities vary across cultures. For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during the interview. These forms range from requests for basic information, such as applicant’s names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience skills, and accomplishment. Testing is another method of selecting competent future employees. Although testing use has ebbed and flowed during the past two decades,