Process to make a test program effective

If we look for a simpler process for developing a test program for selection then I would like to consider the following process to be effective –

1. Based on an overall quality risk management strategy, select a subset of test suites from the test cohort for this test cycle.
2. Assign the test cases in each test suite to testers for execution. 
3. Execute tests, report bugs, and capture test status continuously, 
4. Resolve blocking issues as they arise. 
5. Report status, adjust assignments, and Reconsider plans and priorities daily. 
6. Manage the test cycle end game, eliminating unrealizable tests in reverse priority (lowest first, highest last) order, 
7. Report test cycle findings and status

Definition of Selection Ratio.

Definition of Selection ratio:

The term “Selection ratio” refers to the ratio of the number job positions to the number of job applicants and is used in the context of selection and recruitment.

It is typically assumed to be a number between 0 and 1 where a number closer to zero implies that there are many applicants for any one position.

What is Test? State different types of tests in selection procedure.

Definition of Test:

Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion.

The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a particular job. However, use of these tools can violate the federal anti-discrimination laws if an employer intentionally uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Use of tests and other selection procedures can also violate the federal anti-discrimination laws if they disproportionately exclude people in a particular group by race, sex, or another covered basis, unless the employer can justify the test or procedure under the law.