7. Intelligence Tests Tests of general intellectual abilities or mental abilities. Measures range of abilities. Basic objective is to pick up employees who are alert and quick at learning things. Used in competitive exams to recruit graduates at entry level. Banking, insurance and other financial services sectors.

8. Aptitude Tests Measures applicant’s aptitude for the job. Measures mental abilities. Do not measure on the job motivation. Combination with intelligence and personality tests Two types -Mechanical Aptitude Test -Skill tests

9. Personality Tests Most difficult to evaluate. Discovers individual’s value system, his emotional reactions and maturity. Shown an ambiguous picture, and asked to interpret it. Projective type tests. Only an expert can interpret. It helps to find more effective and efficient workforce.

10. Interest Tests Compares one’s interests with those with people in different occupation. Helps to identify the kind of work that will satisfy the applicant. Questionnaire to test likes and dislikes. People are most likely to be successful in a job they like. However, responses are not always sincere.

11. Achievement Tests Measure of what a person has learned. Includes typing test notes, short hand, operating computers and simple mechanical equipment. Trade tests- Measures trade knowledge and skill. Not applicable to all types of organisation.

12. Simulation Tests Duplicates many of the situations employee faces at work. Applicants are tested. Observers monitors. No fake answers. Work samples related to the job. Management on safer grounds.

13. Assessment Centre Extension of Job Sample. A small batch comes to assessment centre. Performance evaluated. Exercise in this method: - The in basket -Leaderless Group Discussion -Management Games -Individual Presentations -Objective tests -Interviews

14. Video Based Situational Testing Situational tests. Shows scenario related to the job. Followed by MCQ. Scenario ends at critical moment. Choose from several courses of action. Response will form the basis of selection or rejection.

15. Graphology Tests Analysis of handwriting. Writing analyst studies applicant’s hand writing. Discovers a person’s needs, desires and psychological makeup. Dependent upon expertise of the person doing the analysis

16. Polygraph Tests Lie detector Ensure accuracy Useful in stores, jewellery shops, banks which are highly vulnerable to theft.

18.  ACCORDING TO SCOTT," An interview is a purposeful exchange of ideas, the answering of questions and communication b/w 2 or more persons."

19. GIVE INFORMATION TO THE APPLICANT JUDGEMENT OF APPLICANT PROMOTE GOOD WILL

20. TO ESTABLISH RAPPORT EXIT SOLVE PROBLEMS INVALUABLE TOOL

22.  There are many types of interviews like:  Type A: CLASSIFICATION ACCORDING TO STRUCTURE  Type B: CLASSIFICATION ACCORDING TO THE PURPOSE OF THE INTERVIEW

23. STRUCTURED OR DIRECT INTERVIEW UNSTRUCTURED OR NON- DIRECTIVE INTERVIEW

24. STRESS INTERVIEW APPRAISAL INTERVIEW EXIT INTERVIEW