What type of criteria should be used for tie-breaking methods?

Using job-related criteria for tie-breaking methods is the most effective approach as it ensures that the decision-making process remains focused on the qualifications and experiences directly relevant to the position being filled. This aligns with the objective of hiring practices, which aim to select candidates based on their ability to perform the job's essential functions.

Job-related criteria include elements such as specific skills, qualifications, and experience that demonstrate a candidate's capability to succeed in the role. By basing tie-breaking decisions on these relevant factors, the process not only maintains fairness and transparency but also enhances the likelihood that the selected candidate will meet the job's requirements effectively.

Other methods, such as random selection or subjective opinions, can introduce elements of chance or bias, which are not desirable in a structured and merit-based hiring process. Using scores from previous tests may not adequately reflect a candidate's current qualifications and readiness for the specific job. Thus, leveraging job-related criteria ensures that every aspect of the selection process is tied back to the needs and demands of the position, facilitating better hiring outcomes.