There are times to use comparative strategies and times to use singular evaluation strategies such as the one described by the RPD model.
The characteristics listed above suggest that comparative e valuatiom may be reasonable for hiring as suggest in What Works. There's a need for justification and there is time for more computational complexity than the split-second decision required in incident response, for example.
Could potentially consider this as support for the article on singular evaluation -> comparative evaluation -> continuous comparative evaluation against prior data.
