Technology

The technology available is another factor in determining the appropriate assessment tool. Agencies that receive a large volume of applicants for position announcements may benefit from using technology to narrow down the applicant pool, such as online screening of resumes or online biographical data (biodata) tests. Technology can also overcome distance challenges and enable agencies to reach and interview a larger population of applicants.

However, because technology removes the human element from the assessment process, it may be perceived as "cold" by applicants, and is probably best used in situations that do not rely heavily on human intervention, such as collecting applications or conducting applicant screening. Technology should not be used for final selection decisions, as these traditionally require a more individualized and in-depth evaluation of the candidate (Chapman and Webster, 2003). [5]