You have just been hired as the Director of Assessment and Selection for a financial services organization (Fakeco). You have come in the middle of a process where the organization is trying to hire two people for a high-paying, high-stress job dealing with customers in selling financial products. Before you got there, your predecessor had found 20 candidates and screened them with a variety of different techniques (this data can be found in the spreadsheet that is provided to you). Some of the information is good and some not so good. Attached is a list of competencies that your organization, through job analysis and competency modeling, has determined matches the position and the organization. In addition, you will find characteristics of many of the assessments that were used. Perhaps you will find some of this information helpful. You should have an executive summary with all supporting materials behind it. Think of the executive summary as something that someone could read in the time it takes to order a coffee and have it delivered (must be no longer than one page). Think of the supporting material as something that your successor would be able to read and figure out how and