Applicant Screening $(5$ marks$)$:In this part, the group provides a clear explanation of how they will go about screening the resumes that are received from the recruitment efforts. You must identify a minimum of $3$ screening methods that are applicable to the specific job ad and your own resources. For instance, the use of an HRIS would not be an applicable answer as you dont have one to use. Applicant screening process is identified and described $-$ this includes the identification and discussion about the specific steps involved $-$ consisting of applications, resumes, screening interviews $($telephone and in$-$person$),$ and reference checks. $(3$ marks$)$ The screening techniques are appropriate given the type$/$ nature of the job. $(1$ mark$)$ Group provides rationale for each selection process and explains how the process will help narrow down applicants to a final candidate pool. $(1$ mark$)$ Testing $(5$ marks$)$: Identification of a minimum of two test$($s$)$ that will be used in the selection process. The test$($s$)$ is appropriate given the type $/$ nature of the job. The test assesses criteria that is linked to job performance. $(2$ marks$)$ Group provides rationale for each of the testing techniques suggested, this includes consideration of criteria such as time and money. Group provides information and explanation about the reliability and validity of each test $(2$ marks$)$ Group includes a sample of the test$($s$)$ or online link to the test$($s$).(1$ mark$)$ Interviewing and Scoring Guide $(14$ marks$)$: Identification of $12-15$ interview questions that will uncover the KSAO's of the candidates. The questions must include a mixture of BDI and SI $($behavioural descriptive type questions$/$ situational interview questions$).$ Each question must be identified as either a situational or a behavioural$-$based question. $(6$ marks$)$ Explanation is provided on why the questions were selected. This includes specific discussion$/$linkage about how each question is linked to the KSAO's of the job.$(2$ marks$)$ Rating$/$ scoring methodology is presented $($i$.$e$.,$ BARS$),$ using an even$-$numbered rating Likert scale, that consists of answers$/$examples to each question that is asked by the interviewer. $(6$ marks$)$ Communication with Interviewee $(2$ marks$)$ Interview invitation is emailed to each applicant a minimum of two days before interview $(1$ mark$)$ Invitation included a customized interview tip guide. $(1$ mark$)$ For a financial clerk position