(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.

(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.

(i) This test measures a candidate's capacity to achieve in a particular field.
(ii) The regular examination conducted in educational institution represents achievement test. It is also called as proficiency test.
(iii) This test is conducted before, during or after a learning experience. In short, it is a test conducted to find out candidates mastery over the subject. Example :
(1) A driver may be asked to drive a vehicle to test his driving efficiency.
(2) A music student may be asked to play a given instrument.

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) Structured interview 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.
(ii) Ultimately interviewees are ranked on the basis of score earned by the candidate in the interview.
(iii) It is otherwise called as Guided interview and Planned interview.

(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