Staff Selection

Trade tests measure existing knowledge and skills in a trade, while aptitude tests measure potential to learn new skills.

Step 1: Trade tests are also called performance tests, proficiency tests, or achievement tests. They measure the level of knowledge and skill ALREADY achieved in a trade. Example: A typist candidate typing a page to show speed and accuracy. Step 2: Aptitude tests measure the CAPACITY to LEARN — they assess potential abilities that can be developed through training. Step 3: Option A reverses the definitions — it is incorrect. Step 4: Option C is wrong — IQ is measured by intelligence tests, not trade or aptitude tests. Step 5: Option D is an unfounded generalization with no basis in the curricu

To eliminate totally unsuitable candidates quickly, saving time and resources of both employer and candidate.

Step 1: Preliminary screening is the FIRST step in the selection process. Its purpose is narrow and specific — to check whether the candidate meets minimum qualifications. Step 2: It is a brief interaction, not a detailed personality assessment. Option A is wrong because personality assessment happens through personality tests and interviews, not preliminary screening. Step 3: Reference checking is a separate, much later step in the process. Option B is wrong. Step 4: Preliminary screening does NOT result in final appointment — it only decides who gets to fill the application form. Option D is

Tests are not fully reliable, cannot measure all qualifications, and are time-consuming and expensive.

Step 1: The textbook clearly lists the disadvantages of tests: (i) not fully reliable, (ii) cannot measure all qualifications, (iii) time-consuming and expensive. Step 2: Because of these limitations, tests should be used as a SUPPLEMENT, not as an independent selection technique. Step 3: Option A is factually incorrect — the textbook does not say tests can only be conducted online. Step 4: Option C is incorrect — tests do not measure too many qualities at once; in fact, they often measure only specific traits. Step 5: Option D is the reverse of reality — tests are actually MORE useful in iden

Leadership ability, interpersonal skills, and social behaviour

Step 1: The textbook states that in a conventional interview, 'the candidate gets no opportunity to participate and show his leadership ability.' Step 2: Group Discussion is specifically designed to judge leadership quality, social make-up, interpersonal skills, thought processes, and values of candidates. Step 3: In a GD, 8-10 candidates discuss a problem together. The observer watches how each member initiates discussion, leads, reacts, cooperates, or becomes aggressive. Step 4: Option A — academic knowledge is tested through tests, not GD. Option B — physical fitness is checked during medic