You have recently been hired as an HR Manager supporting the Materials Science division of the private-sector research firm, Gallifrey Inc. One of the scientists you support, Dr. Hu, is in need of a new Research Assistant in his Time And Relative Dimensions In Space lab. He reaches out to you because he wants to revamp his selection tools and needs your opinion. You should write a memo to him to answer his question below. “Hello! I was hoping that you could help me to find a new research assistant. The tools I have been using in the past have been a bit wibbly-wobbly, so I’m hoping you, being the professional, can help me out.” 1. I’ve heard selection tools have to be reliable and valid. Why is that? 2. I was considering using Electronic Assessment Screening this time around because I believe it would help speed up the processing of a large number of applicants. Is there any downside I should be aware of? Also, what application disclaimers should I include on my application forms and why? 3. One of my colleagues mentioned the use of data that has criterion-related validity. What is this and what kind of example can you provide? It doesn’t necessarily have to be a research-based example. 4. I’m considering using a behavioral interview question, but I’m not sure I understand the difference between different types of interview questions. Can you give me an example of this type of question? Also, what advice can you give me for how to use interview questions/answers to choose the best applicants?