-------------------------------------------------
Table of Contents

No. | Content | Page no. | 1 | Introduction | 3 | 2 | Concept and Meaning | 4 | 3 | Job Analysis | 4 | 4 | Types of Selection Tests | 6 | 5 | Selection Tests | 7 | 6 | Advantages and Disadvantages | 12 | 7 | Summary and Conclusions | 14 |

Introduction`
Organizations today compete fiercely in the war for recruiting and hiring the best talent available in the market, investing enormous amount of money, time and other resources in advertising and recruiting strategies. Organisations recognize that one of the most important resources - if not the most important - is human resources.

Organisations use several ways, methods and tools to select and hire human resources. But it is now a proven fact that organisations using scientifically proven assessment tools to make selection decisions, show significant increase in productivity, increased cost savings and decrease in attrition and other critical organizational problems.

Most organizations use what is commonly known in Management circles as a funneling approach to selection, where more informal tools and procedures are used initially to reduce the pool of candidates to a manageable number of individuals who are then be put through a more extensive assessment process. Common initial screening devices include resumes, application blanks and reference checks, which are generally used to identify and exclude those who do not meet the requirement of the orgnisation, from further consideration.

Another initial screening device is the informal meeting or phone interview, which is often used to allow organizational members direct interaction with potential candidates who will perform effectively, achieve results and make important contributions on the