What could I add to this to make it longer EFFECTIVE ELEMENTS FOR ENABLING SELECTION GOALS Having candidates match the characteristics of current successful employees is an effective way to create team building as well as notice traits that might excel in certain positions more than others. Having key questions for recruits that would match certain available positions they might be suitable for example with not only qualifications but leadership skills for instance. A self-report inventory can complement the BIB system with written answers to self-identify personal traits. (Catano/Wiesner/Hackett, 2015). Although the answers may not always be truthful when matched with other recruitment methods it can be a great resource for selecting the right candidate. ELEMENTS WITH ADDITIONAL REFINEMENT NEEDED Screening questions through a Behaviorally Informed Bureaucracy (BIB) system are not fail-proof and can be manipulated. Making sure that questions are updated regularly and have written answers as well as multiple choice are great ways to make sure the answers are accurate. This system can streamline candidates, but it is important to continually review and update the system regularly to ensure there is no manipulation of the system. ETHICAL/HUMAN RIGHTS AND PRIVACY CONCERNS TO BE ADDRESSED Algorithmic bias causes a legitimate concern when relying solely on technology to complete screening. Having regular audits and reviews of qualified candidates is imperative to continue having a diverse workplace. Emphasis should be placed on recruitment and selection practices ensuring they meet current legal requirements through the hiring process. There needs to be diverse data input as well as regular reviews of data to ensure that no biases are being formed in the algorithm which can happen ( when not regularly monitored and bias testing is being performed regularly. The obligation of the company to ensure these systems are being monitored will result in a positive outcome in the recruitment process while also making sure ethical responsibilities are being met. "The goal of recruitment is to attract a large pool of qualified candidates (an applicant pool) from whom the organization can select the best-qualified people for the position. Recruitment is done to meet management goals and objectives for the organization and must also meet current legal requirements (human rights, employment equity, labour law, and other legislation" (Catano/Wiesner/Hackett, 2015) ENHANCEMENTS Having a predictor score for success is beneficial and it is also helpful to have predictive scores for candidates that show signs of being a problematic employee. Although retrieving that information can be more difficult it can provide valuable information on unsuccessful or problematic characteristics. "One should also try to obtain average predictor scores for current employees who are considered poor or marginal performers. Obtaining scores for poor or marginal employees is not always easy because such employees are often dismissed or left of their own accord soon after being hired or, if a valid selection system is used, tend not to be hired in the first place" (Catano/Wiesner/Hackett, 2015) In closing, I feel that with continued review and evolution, this will be a successful system for hiring the candidates with the best potential outcome. I look forward to receiving your feedback and working with you in the future. Thank you for using JA Recruiting Analysis