These methods are best described as subjective. Traditional selection methods are highly vulnerable to data distortion or falsification. Resumes are often exaggerated. Interview skills have frequently been trained in candidates. Employer references are often guarded and distorted due to fear of litigation.
Subjective methods provide useful, but limited information.
Objective hiring methods use applications, interviews, assessments, profiles, and background checks. The information gathered is later used for performance research, statistical process improvements, and cost-benefit analysis. The objective data collection also can make your hiring process more defendable to EEOC and ADA challenges. Assessments and profiles are not as vulnerable to distortion. Validity indicators also help to verify the authenticity of the candidate's responses.