IntroductionAmong the most critical decisions that human resources must make is the biggest decision of hiring the right person for the job. Once the initial application and interviews are completed, HR has a potential candidate; they must carry out a selection of applications. I will discuss the HR process of testing applicants for their ability to perform the job and the credit reports used to determine whether the applicant is a good or bad candidate to hire. Tests The question is, what test does HR use? There are so many testing programs available that are designed to test a variety of assessments, testing employees has become an overwhelming task for HR. There is no single test to determine whether HR has chosen the right candidate. If a candidate is confident of passing the test, it will not show what type of work habits, reliability, loyalty, honesty, leadership, diligence, or level of stress a candidate can tolerate. The test selection must match the job description for which the candidate is applying. For example: if a candidate applies for an administrative position; there the selection would be typing test or aptitude test, stress test, construction worker would take math test, financier would take math test, behavioral test result defines the candidates skills for see if they can do the job. The more deeply organizations look at candidates' ability to uncover skills, the more it will cost them. Because there are so many tests available, HR must take into account that multiple testing of candidates will cost the organization millions of dollars. The least cost-effective ways to test potential candidates, using paper and pencil, high-tech software testing costs millions of dollars, especially if a...... middle of paper.. .... says, "because they need the job" ConclusionHR is responsible for ensuring that potential candidates go through an application screening, testing and credit check before being hired. It is important to ensure the right candidates are hired by using the most cost-effective testing tools to determine the application, interviews and references to determine if they are the right candidate. Works Cited Osborne, J E. (1996, December). Improving Hiring Decisions: Employee Testing of Candidates. Getting Results...for the Practical Manager, 41(12), 6-7. Retrieved November 29, 2010 from ABI/INFORM Global. (Document ID: 10508917).Thomas Frank. (February 13, 2009). Employment credit checks described as unfair: it's the needy who hurt the most; 5-State Eye Limits. THE UNITED STATES TODAY, p. A.1. Retrieved November 29, 2010 from ProQuest Newsstand. (document ID: 1645005741).