To develop a stronger selection process, HR professionals can focus on different areas. Applicant job interest, application forms, pre$-$employment screenings, and immigration verification are all examples of the areas that HR can focus on to make their selection process stronger and help to find candidates that are qualified. I believe that cognitive ability tests, physical ability tests, and situational judgement tests are important to include when in the interviewing process. Depending on what the job entails, it could benefit employers to evaluate a person's memory, reasoning, verbal, and physical abilities to see if the are the right fit for the job. To explain situational judgement tests, a candidate will be given a situation and possible solutions to the problem. The candidate is then responsible for using their judgement to deal with the situation. Their answers will give the interviewer an idea of how they would respond to different events in the workplace. I believe that a combination of using structured and behavioral interviews would be a good idea to implement. To sum it up$,$ structured interviews are a set of questions that every candidate is asked. These job related questions helps ensure consistency if multiple interviews are being done. Robert Mathis states, $$In the behavioral interview technique, applicants are asked to describe how they have behaved or performed a certain task or handled a problem in the past, which may predict future actions and show how applicants are best suited for current jobs$($Mathis$,$ Human Resource Management: Essential Perspectives $2014).$ I think that combining the two would give interviewers a better insight on who would be the best fit for the job.