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

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.

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.

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

(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.

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) 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

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) 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.

Personality test comprises of following tests:
(i) Interest test:  Interest test measures a candidate's extent of interest in a particular area chosen by him/her so that organization can assign the job suited to his/her in term.
(ii) Personality Inventory test: Under this method standardise questionnaire is administered to the candidate to find out traits like interpersonal rapport, dominance, intravertness, extravertness, self confidence, lower sign quality etc.
(iii) Projective Test/Thematic appreciation test : This test measures the candidate's values, attitude apprehensive personality etc. out of the interpretation or narration given by the candidate to the pictures, figures etc. shown to him in the test situation.
(iv) Attitude test : This test measures candidate's tendencies towards the people, situation, action and related things. For example, moral study and values study.

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.