Now, lets suppose that you have taken into your firm almost everyone who applied for the jobs you offered without even bothering about their score in the entry-level assessment. Its quite alright to have extra recruits such as these for a while but remember, sooner or later you will have to select the best out of this bunch and let the others go. While selecting the best out of the lot might sound simple but the job itself is far from being easy. (Lamb, 2004)
Often good scores at a test reveal little or nothing about the potential of your future employees so dont let your judgment get clouded by their entry test results alone. Instead, keep a tab on their regular office work. Usually the brightest amongst a group of recruits shine out during discussions and meetings and general performance. Find out who the right candidates from your large number of recruits simply by profiling the sort of candidate you are ideally looking for your particular purpose.
A certain candidate might be as smart as a pin but he/she might not fit into your company or the specific post you are looking to fill. Remember to stay focused on your precise needs in order to find yourself the right employees. Post recruitment evaluation is often easier than pre-recruitment selection since it allows you a first hand experience of exactly what your potential worker is capable of.
References: Lamb, D; (2004); Cult to Culture: The Development of Civilization on the Strategic Strata; Wellington: National Book Trust