A person's mental age is a measurement of their ability to think when compared to the average person's ability at that age.

(i) Reference check is done to know reliability and trustworthiness of the candidates.
(ii) The selector decides the selection worthiness of the candidate based on the reference and recommendation given by referees.

Due to tremendous growth in information and communication technology, these days interviews are conducted by means of internet via Skype, Wechat, Google duo, Tiber, "hatsapp or 'ideo chat applications.

Tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualification to fit into various positions in the organisation.

Intelligence tests are one of the psychological tests, that is designed to measure a variety of mental ability, individual capacity of a candidate.The main aim of these tests is to obtain an idea of the person's intellectual potential.

The following basic information which need to be included in a writt~n contract of employment varies according to the level of the job, They are
(i) Job title
(ii) Duties & Responsibilities
(iii) Scale of pay allowance, increments
(iv) Working hours
(v) Date when continuous employment starts and basis for calculating service
(vi) Work rules
(vii) Grievance procedure
(viii) Disciplinary procedure
(ix) Special terms and conditions relating to rights etc

(i) Mental arithmetic test : It tests the candidate's basic numerical ability like addition, subtraction, multiplication, division and fraction. It test the speed of doing calculation.
(ii) Vocabulary test : The test measures candidate's ability to recognize the relationship among the ideas, think methodically and fluency in English language.
(iii) Number sequence test: This measures the candidate's ability to find a logic in a series or pattern. Under this test, candidates have to find out missing number in a sequence to determine the pattern.

(i) Application Blank : Most of public sector undertaking, various ministries of Government, Selection Commissions, Recruitment Board and Private Sector Companies either supply pre-printed application form or direct the candidates to download the forms uploaded in their respective websites.
(ii) Scrutinizing the Applications: Selection committee has to evolve some criteria like age, length of experience, level of education, percentage of marks, higher qualification, level of exposure, communal quotos, proficiency etc., to shortlist the number of applicants for the interview.
(iii) Selection Test: Several tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualification to fit into various positions in the organization

The Significance of the placement is given below:
(i) It improves employee morale
(ii) It helps in reducing employee turnover
(iii) It helps in reducing conflict rates or accidents.
(iv) It avoids misfit between the candidates and the job
(v) It helps the candidate to work as per the predetermined objectives of the organization.

(i) Preliminary Interview
(ii) Structure/ Guided / Planned Interview
(ii) Unstructured Interview
(iv) In depth Interview
(v) Panel Interview
(vi) Stress Interview
(vii) Telephone Interview
(viii) Online Interview
(ix) Group Interview
(x) Video conferencing Interview

(i) Good Talent:
Proper selection system enables the organization to appoint talented persons for various activities and thereby leading to improved productivity and profitability of the organisation.
(ii) Better Eficiency :
Selection of right person to the right job is sure to produce better quality of work and may facilitate faster achievement of objectives. This will help in greater measure to tone up the overall efficiency of organisation.
(iii) Reduced Cost of Trainning and Development : 
Better selection of candidates definitely reduces the cost of training because qualified personnel have better grasping power.
If they select suitable candidates for suitable job. they can easily understand the techniques of the work better in quick time.
Besides, the organization can develop different training programmes for different persons on the basis of their individual differences. thus reducing the time and cost of training considerably.
(iv) Reduced Turnover :
Proper selection of candidates contributes to low labour turnover. This will inturn help the organisation to minimize recruitment cost.
(v) Job motivtion:
If the right person is selected for the right job, it tends to motivate the person to work more effectively and efficiently.
They feel that their skills are properly used and they tend to contribute more attention to the job.
(vi) Other Benifits:
Proper selection of candidates reduces absenteeism.
They would pay better attention to their jobs and take safety precautions on their own accord would minimize the occurance of work place accidents.

Factors influencing employee selection process are listed below:
(i) Nature of Post :
The process of selection of employee varies according to type of personnel to be recruited. For instance, selection process of probationary officer of a bank differs from that of selection of officer for Indian Police Service. 
(ii) Number of Candidates :
Selection process depends on the response of candidates to the advertisement inviting applications for the post. For instance, for clerical and other physical jobs, more candidate tend to apply. Hence short listing needs to be done. 
(iii) Selection Policy :
The selection policy and selection process are inter-related. For example some organizations put in place tougher selection process involving several steps to identify the best fit while certain other organizations just conduct straight interview and thus cutting short the selection procedure.
(iv)  Cost factor / Budget :
The longer selection process entails higher cost. Hence, organizations which cannot afford to spend a larger resource tend to shorten selection process while organizations with sound financial condition can afford to adopt lengthier selection process.
(vi) Level of Educational Qualities and Experience and Exposure: 
The process of selection depends on the experience and educational qualification, and exposure required for the post. For example for selection of finance officer, treasurer, legal adviser, designer, architecture, CEOs, scientist, chairman etc.