Many of organizations today use a variety of techniques for collecting evidence and data about applicants. Methods such as, interviews, personality tests, ability tests, assessment centers, physical tests can be used to classify if applicants are suitable or unsuitable for the job and the company's culture. According to Schultz and Schultz (2010), hiring decisions usually are not based on one method, but on a combination of methods. Organizations are using varied selection tools to guarantee that they collect all of the relevant information. Job analysts are measuring these facts carefully, with objectively and in a nondiscriminatory manner (Schultz & Schultz, 2010).…