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Class 12 · Tamil Nadu State Board

Samacheer Kalvi 12th Commerce Chapter 11 Employee Selection Process Exercise Solutions

Tamil Nadu Class 12 Commerce Chapter 11 Employee Selection Process exercise solutions — selection tests, interview methods, placement principles, recruitment vs selection comparison with MCQ answers, short and long answers.

Updated 12 June 20268 min read

I. Choose the Correct Answer

1. Selection is a ——— process Answer: (a) All of the above (Negative, Elimination, Choice process)

2. Which of the following is not a step in the selection process? Answer: (b) Training

3. The process of choosing the most suitable candidate is Answer: (c) Recruitment (Note: The question refers to attracting candidates)

4. The nature of the selection process is Answer: (d) Negative

5. Which test measures the mental ability of a candidate? Answer: (e) Psychological Test

6. The correct sequence in the selection process is Answer: (f) Application form → Test/Interview → Reference check → Physical examination

7. The person who applies for a job is called Answer: (g) Candidate

8. Which test measures the skills required for a particular job? Answer: (h) Aptitude Test

9. The process of choosing suitable candidates from the applicants is called Answer: (i) Selection

10. What is the first step in the Selection Process? Answer: (j) Receiving applications

11. The purpose of the selection process is Answer: (k) Determining suitability

12. Assigning a specific job to a selected candidate is Answer: (l) Placement

13. The probation period in selection ranges from Answer: (m) One year to two years

14. Which of the following is a method of personal interaction? Answer: (n) Interview

I-A. Additional MCQs

1. Which interview uses technology for remote interaction? Answer: (a) Online

2. An interview conducted by a group of experts is called Answer: (b) Panel

3. An interview that probes deeply into the candidate's background is Answer: (c) In-depth

4. Which test measures what a person has already learned? Answer: (d) Achievement

5. Which test measures the potential to learn new skills? Answer: (e) Aptitude

6. Which pair is incorrectly matched? Answer: (f) Judging Test — it is a type of psychological test, not separately classified

7. Find the odd one out: Job motivation, Aptitude test, Achievement test, Intelligence test Answer: (g) Job motivation — it is not a type of selection test

II. Matching

Q1. Match the following

i. Vocabulary Test4. Methodically and fluency in English
ii. Verbal Reasoning3. Written Test
iii. Situational Judgement2. Judging ability
iv. Mental Arithmetic1. Addition, Subtraction

Q2. Match the following

i. Panel interview4. Group of people
ii. Stress interview3. Irrational and irritating
iii. Online interview1. Google, Skype
iv. Group interview2. Screening process

III. Assertion and Reason

Assertion (A): Medical Examination is an important step in the selection process. Reason (R): Poor health affects the competence of an employee.

AnswerBoth A and R are true, and R is the correct explanation of A. Medical fitness is essential because poor health directly impacts an employee's ability to perform job duties competently.

IV. Very Short Answer Questions

Q1. Define Selection. Selection is the process of choosing the most suitable person for a vacant position from among the applicants who have applied for the job.

Q2. What is an Interview? An interview is a face-to-face interaction between the employer and the candidate, where the employer evaluates the candidate's suitability for the job.

Q3. What is an Intelligence Test? An intelligence test is a psychological test that measures the mental abilities, reasoning power, and cognitive capacity of a candidate.

Q4. What is Biodata? Biodata (biographical data) contains detailed information about a candidate's life and work experiences, opinions, values, beliefs, and personal background.

Q5. What is Placement? Placement is the process of assigning a specific job to a selected candidate after the completion of the selection process, including orientation and probation.

V. Short Answer Questions

Q1. What is a Stress Interview? A stress interview is a type of interview designed to test the temperament and emotional balance of a candidate. The interviewer deliberately creates stressful and irritating situations by asking irrational or provocative questions to observe how the candidate handles pressure.

Q2. What is a Structured Interview? A structured interview follows a pre-prepared series of questions. All candidates are asked the same set of questions in the same order, which allows for fair comparison and consistent evaluation.

Q3. What are the types of selection tests? Selection tests are broadly classified into two categories:

Ability Tests: 1. Aptitude Test 2. Achievement Test 3. Intelligence Test 4. Judgment Test

Personality Tests: 1. Interest Test 2. Personality Inventory 3. Projective Test 4. Attitude Test

Q4. What is an Achievement Test? An achievement test (also called a proficiency test) measures the capacity of a person to achieve in a particular field. It evaluates what the candidate has already learned or accomplished. For example, a typing test measures typing speed and accuracy.

Q5. What is an Aptitude Test? An aptitude test measures the skills and abilities required for a particular job. It assesses the potential to learn new skills. Types include: mechanical, inductive, numerical, diagrammatic, spatial, verbal, vocabulary, and reasoning aptitude tests.

Q6. What is a Panel Interview? A panel interview is conducted by a group of interviewers rather than a single person. The panel typically includes a chairperson, subject expert, and psychological experts. Each member evaluates the candidate from their own perspective, making the assessment more comprehensive and unbiased.

VI. Long Answer Questions

Q1. Explain the types of selection tests.
Answer

I. Ability Tests:

1. Aptitude Test: Measures the potential to learn new skills. Sub-types include mechanical aptitude (understanding machinery), inductive aptitude (logical reasoning), numerical aptitude (working with numbers), diagrammatic aptitude (understanding diagrams), spatial aptitude (visualising objects in space), verbal aptitude (understanding language), vocabulary aptitude (word knowledge), and reasoning aptitude (drawing conclusions from data).

2. Achievement Test: Measures what a candidate has already learned or accomplished in a specific field. Also called proficiency test. Example: a typing test for a clerk's position.

3. Intelligence Test: Measures mental abilities, reasoning power, and cognitive capacity. It assesses how well a candidate can think, reason, and solve problems.

4. Judgment Test: Measures the ability to make sound decisions and judgments in specific situations. Situational judgment tests present realistic work scenarios.

II. Personality Tests:

1. Interest Test: Measures the candidate's interests, preferences, and inclinations toward different types of work.

2. Personality Inventory: Assesses personality traits such as introversion/extroversion, emotional stability, and social adaptability using standardised questionnaires.

3. Projective Test: Presents ambiguous stimuli (like inkblots or pictures) and the candidate's responses reveal underlying personality characteristics and attitudes.

4. Attitude Test: Measures the candidate's attitudes toward people, situations, and work-related issues.

Q2. Explain the methods of interview.
Answer

1. Preliminary Interview: The first screening interview, usually brief, to eliminate obviously unsuitable candidates.

2. Structured Interview: Uses a pre-prepared series of questions asked in a fixed order. All candidates face the same questions, ensuring fairness.

3. In-depth Interview: A detailed and thorough interview that probes deeply into the candidate's background, qualifications, experience, and personality.

4. Panel Interview: Conducted by a group consisting of a chairperson, subject expert, and psychological expert. Multiple perspectives make evaluation comprehensive.

5. Stress Interview: Deliberately creates stressful and irritating situations to test the candidate's temperament, emotional balance, and ability to handle pressure.

6. Online Interview: Conducted using technology such as Google Meet, Skype, or Zoom. Useful for remote hiring and initial screening.

Q3. Explain the principles of placement. The principles of placement are:

1. Job First, Man Next: The job requirements should be the primary consideration. The right person should be placed in the right job, not the other way around.

2. Job Offer Based on Qualifications: The job offered should match the candidate's qualifications, skills, and abilities.

3. Terms and Conditions: The employee should be clearly informed about the terms and conditions of employment, including salary, working hours, and benefits.

4. Awareness of Penalties: The employee should be made aware of penalties for misconduct or non-performance before placement.

5. Loyalty and Co-operation: Placement should foster a sense of loyalty and willingness to co-operate with the organisation.

Q4. Distinguish between Recruitment and Selection.
Answer
BasisRecruitmentSelection
MeaningProcess of attracting candidatesProcess of choosing suitable candidates
ObjectiveTo create a pool of applicantsTo select the best candidate
SequenceComes before selectionComes after recruitment
TimeLess time-consumingMore time-consuming
Contractual RelationNo contractual relationshipCreates employer-employee relationship
ApproachPositive — attracts candidatesNegative — eliminates unsuitable candidates
MethodSimple — advertising, job portalsComplex — tests, interviews, medical exam
ProcessEconomicalExpensive

Q5. Explain the steps in the selection process. The selection process involves the following steps:

1. Receiving Applications: Collecting applications from candidates through various sources.

2. Screening Applications: Shortlisting applications based on job requirements and eliminating unqualified candidates.

3. Application Blank/Biodata: Candidates fill in a detailed application form providing personal, educational, and professional information.

4. Selection Tests: Administering aptitude, intelligence, achievement, and personality tests to evaluate candidates.

5. Interview: Face-to-face interaction to assess personality, communication, and suitability.

6. Reference Check: Verifying the candidate's background, character, and previous employment.

7. Medical Examination: Ensuring the candidate is physically and mentally fit for the job.

8. Final Selection: The management makes the final decision based on all evaluations.

9. Placement: Assigning the selected candidate to a specific job with orientation and probation.

Frequently Asked Questions

Selection is the process of choosing the most suitable person for the vacant position from among the applicants.
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