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) Where a group of people interview the candidate, it is called panel interview.
(ii) Usually panel comprises chairperson, subject expert, psychological experts, representatives of minorities / under privileged groups, nominees of higher bodies and so on.
(iii) All panel members ask different types of questions on general areas of specialisation of the candidates.
(iv) Each member awards marks of the candidate. At the end, the marks awarded by all the members are aggregated and the candidates are ranked accordingly.

1. It is necessary because a person of poor health cannot work competently and any investment on him may go waste.
2. lt determines an applicant's physical ability to perform a specitic job.
3. Physical fitness of the candidate under selection to the job concerned.
 

(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

S.No	Basis of comparison	Recruitment	Selection
1	Approach	Approach under recruitment is positive one	Approach under selection is negative one
2	Objective	Inviting large number of candidates to apply for the vacant post	Picking up the most suitable candidates and eliminating the rest
3	Sequence	First	Second
4	Method	It is an economical method	It is an expensive method
5	Contractual relation	It involves the communication of vacancies. No contractual relation is established	It creates contractual relation between employer and employee
6	Process	Recruitment process is very simple	Selection process is very complex and complicated

(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.

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.

(i) Numerical Reasoning Test : Numerical reasoning test provides information about candidate's numerical aptitude.
(ii) Verbal Reasoning Test: It measures the candidate's ability to comprehend the written text and ability to arrive at factual conclusion from the written test.
(iii) Inductive Reasoning Test: Inductive test is one of the psychometric tests conducted in the selection process to measure the problem solving abilities and ability to apply logical reasoning.
(iv) Mechanical Reasoning Test: This test measures the engineering student's ability to apply engineering concepts in actual practice.
(v) Diagrammatic Reasoning Test : This test measures the candidate's ability to understand the shapes, abstract ideas and ability to observe and extract values from illustrations and apply them to new samples.
(vi) Spatial Reasoning Test : The test measures the candi ate's ability to clearly manipulate and remember the shapes, still images, and find out pattern which govern the sequence