The successful candidate who passed through various stage of selection process will be called for final interview.

(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.

(i) Placement is a process of assigning a specific job to each and every candidate selected.
(ii) Placement signifies placing the rights person on the right job in a good manner.
(iii) The term placement includes initial assignment of new employees and promotion, transfer or demotion of precent employees.

Bio data refers to the details of the applicants applied for the job. It includes the information like, Qualification, age, experience, skills, information about previous worked place, etc.

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.

(i) Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.
(ii) Selection is the process of choosing the most suitable person for the vacant position in the organisation.

(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) Aptitude test is a test to measure suitability of the candidates for the post/role.
(ii) It actually measures skill sets of the candidate.
(iii) It helps in predicting the ability and future performance of the candidate.

Several tests are, conducted in the selection process. They are
(1)Ability Test
(i) Aptitude test
(ii) Achievement test
(iii) Intelligence test
(iv) Judgment test
(2)Personality Test
(i) Interest test
(ii) Personality test
(iii) Projective test
(iv) Altitude test

(i) This type of interview is conducted to test the temperament and emotional balance of the candidate interviewed.
(ii) Interviewer deliberately creates stressful situation by directing the candidate to do irrational and irritating activities.
(iii) They assess the suitability of the candidate by observing the reaction and response of the candidate to the stressful situation.
(iv) Mostly this type of interview is conducted for recruiting sales representatives, staff for defence and law enforcement agencies

The following principles are followed at the time of placement of an employee.
(i) Job First Man next :
Man should be placed on the job according to the requirements of the job.
There is no compromise on the requirements or qualifications of the man with respect to job. "Job First, Man next" should be the principles of management.
(ii) Job offer :
The job should be offered to the man based on his qualification.
(iii)  Terms and conditions :
The employee should be made conversant with the conditions and culture prevailing in the organisation and all those things relating to the job.
(iv) Aware about penalties :
The employee should also be made aware of the penalties if he / she commits a wrong or lapse.
(v) Loyality and Co-operation :
When placing a new recruit on the job, an effort should be made to develop a sense of loyalty and co-operation in him, so that he/she may realise his/her responsibilities better towards the job and the organisation.

(i) Preliminary Interview:
This interview is conducted to know the general suitability ofthe candidates who have applied for the job.
(ii) Structure/Guided/Planned Interview :
Under this method, a series of question to be asked by the interviewer are pre prepared by the interviewer and only these questions are asked in the interview.
(iii) Unstructured Interview : This is quite contrary to structured interview. Ihere is no pre-prepared questions. appreciation test (iv) Attitude test
(iv) In depth Interview : This interview is conducted to test the level of knowledge of the interviewee in a particular field intensively and extensively.
(v)Panel Interview :
Where a group of people interview the candidate, it is called panel interview. All panel members ask different types of questions on general areas of specialisation of the candidate.

Human resource management
Reason: The branch of management that deals with managing human resource is known as Human Resource Management. Other three are types of interviews

Per onality test
Reason: Personality test, refers to the test conducted to find out the non-intellectual traits of a candidates. Other three are measurement of aptitude test.

Both (A) and (R) are true and (R) is the correct explanation of (A)

(A) is true, but (R) is false

(i) and (iii) are correct

(i), (ii) and (iii) are correct

(i), (ii) and (iii) are correct