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A tightly scripted interview process where all candidates are asked the same set of questions, allowing for comparisons among candidates. Validity depends on the relevance of the questions to the job.

An assessment that requires job applicants to perform tasks or work activities that mirror the tasks employees perform on the job. High face and criterion-related validity when well-designed.

Evaluates key personality traits relevant to work behavior. Validity varies with the job and the traits assessed. Often used to assess cultural fit and potential for long-term success.

Measures general mental ability and problem-solving capacity. High predictive validity for a wide range of jobs but can have adverse impact on minority groups.

A rigorous testing process involving multiple evaluation techniques, often including simulations, role-playing, and psychological tests. Designed to assess higher-level managerial competencies. Moderate to high validity.

A questionnaire that collects detailed information about an applicant's history and experiences. Predictive validity depends on the relevance to the job and the quality of the BIB.

An evaluation of an applicant's past job performance based on feedback from previous employers or professional references. Validity can be limited due to biased or uninformative responses.

Psychological tests aimed at assessing a candidate’s honesty and dependability. Generally have moderate validity but can be seen as invasive or unethical.

Assessments of the candidate’s knowledge of specific technical areas relevant to the job. High criterion-related validity for jobs requiring specialized knowledge.

An exercise where the interviewee acts out a scenario relevant to the job in question. This method's validity is moderated by how well the role play simulates real job scenarios.

An evaluation of an applicant's physical ability to perform required job functions. Validity is high for jobs with physical demands but must comply with legal and ethical standards.