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In an effective screening program, the test must be inexpensive and easy to administer, with minimal discomfort and morbidity to the participant. The results must be reproducible, valid, and able to detect the disease before its critical point.
Applicant screening forms are tools used by a search committee to evaluate applicants based on job-related criteria. These forms should be used to narrow the total pool of applicants to a smaller pool of candidates the search committee wishes to pursue.
Understanding the differences among four key measures of evaluation for tests (sensitivity, specificity, positive predictive value and negative predictive value) are necessary for proper utilization of screening tests.
Box 1: Wilson and Jungners principles of screening1. There should be a recognizable latent or early symptomatic stage. There should be a suitable test or examination. The test should be acceptable to the population. There should be an agreed policy on whom to treat as patients.
Screening refers to the use of simple tests across an apparently healthy population in order to identify individuals who have risk factors or early stages of disease, but do not yet have symptoms (WHO).
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Lets take a closer look at each step below. Step 1: Skills testing. Step 2: Resume screening. Step 3: Interviews. Step 4: Background check. Step 5: Job trials.
A screening checklist can help search committee members quickly verify whether each candidate has the required qualifications. A checklist is often a simple delineation of the required and preferred criteria listed in the advertisement or position announcement.

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