One of the most important decisions an organization can make is hiring potential employees. It is illogical for an organization to employ an individual who cannot perform the assigned task. Why would any organization spend large sums of money to train an individual who will not be beneficial to their organization. Therefore, it is reasonable for organizations to filter out unwanted candidates. According to Dessler (2011) once an organization has a pool of candidates, the next stage is to decide on the best person for the job. Typically this means narrowing the applicant pool through screening methods such as tests, background checks and interviews. As stated by Dessler (2011), selecting the right employees is critical for numerous reasons. These reasons may include the realization that the organization's performance depends on the capabilities of its subordinates. Furthermore, it should be known that employees with reliable skills and characteristics will achieve better results for the company. On the other hand, employees who do not have such skills or who are more slackers will not perform efficiently and the organization's performance will suffer (Dessler, 2011). Another reason why choice is important is because organizations want to avoid employees who are responsible for them. According to Dessler (2011) there are estimates that reveal that approximately 25% of employees are aware of colleagues using illegal drugs, and others report that 7% have been the target of physical threats from colleagues (Dessler, 2011) . Due to the high turnover rate in some organizations, companies regularly examine ways to improve the human resources selection process. Different methods have been used for the selection of emp...... middle of paper ......ical selection practices. Staff Review, 30(5), 657-676. Retrieved from http://search.proquest.com/docview/214812080?accountid=32521Caruth, D.L., & Caruth, G.D. (2009). The reemergence of personality tests as an employee selection procedure. Super Vision, pp. 9-13. Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378Johnson, D. L., & Kleiner, B. H. (2000). A comparative view of employment tests. Management Research News, 23(7), 99-102. Retrieved from http://search.proquest.com/docview/223538226?accountid=32521Kantrowitz, T. M., Dawson, C. R., & Fetzer, M. S. (2011). Computer Adaptive Testing (CAT): A faster, smarter, safer approach to pre-employment testing. Journal of Economics and Psychology, 26(2), 227-232. doi: http://dx.doi.org/10.1007/s10869-011-9228-3