Performance appraisals should be used in an internal selection process maybe if the employee's current job KSAO is similar or the same as the new position's KSAO to be filled and only if it is necessary, and if it is then it should be done with extreme caution because the two positions performance ratings might be completely different, such as the supervisor's expectations of the job performance, the style of how different appraiser will rate the employees' performance and the level of standards the different supervisors may value most. Most time in internal selection, hiring managers have a tendency to go over the top and include their personal opinions with no valid proof about internal candidates, which usually decreases the candidate's chance of being hired for the position (Na-Nan, Joungtrakul, Smith