An example of the multiple hurdle approach to personnel selection would be Group of answer choices providing applicants with a series of tests (e.g., cognitive, personality, physical), in a specific order, and removing applicants after each test that fail to reach the minimum acceptable score this is a physical test where applicants must complete an obstacle course, including jumping over fences putting applicants scores on a series of tests into a regression formula where the ones with the best combined score are chosen for the job passing applicants back and forth from interviewer to interviewer in rapid succession to assess their ability to handle questions in a stressful environment