Read the following passage and answer the question.

Vicky Goel, the HR Manager of JM Furniture Private Limited, projected a need for 30 new employees to fill various vacancies at the beginning of the new financial year 2024. To meet this demand, he published an advertisement in the newspaper inviting applications for the open positions. 120 applications were received by the company. Out of the 120 applications received, 15 were deemed unsuitable upon scrutiny, and regret letters with explanations were sent to these applicants. The remaining candidates were invited for a preliminary interview, during which they were asked to complete blank application forms. Following the initial interview, candidates were subjected to four different tests, each designed to evaluate specific qualities:

1. The first test aimed to assess the candidate's interest in the job.

2. The second test sought to identify the candidate’s specialization in a particular area relevant to the company’s needs.

3. The third test was focused on determining whether the candidate had the ability to learn new skills through training.

4. The fourth test evaluated the candidate’s ability to interact with others, influence people, and be influenced in return, which is crucial for teamwork and leadership roles.

This comprehensive selection process was designed to ensure that candidates not only had the required skills but also the right attitude and interpersonal capabilities to thrive within the company.

Which of the following step is taken by the company after these 4 tests?

Employment interview

The correct answer is option 4- Employment interview.

Employment interview is taken by the company after these 4 tests.

Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment. The important steps in the process of selection are as follows:

1. Preliminary Screening: Preliminary screening helps the manager eliminate unqualified or unfit job seekers based on the information supplied in the application forms. Preliminary interviews help reject misfits for reasons, which did not appear in the application forms.
2. Selection Tests: An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality.
3. Employment Interview: Interview is a formal, in-depth conversation conducted to evaluate the applicant’s suitability for the job. The role of the interviewer is to seek information and that of the interviewee is to provide the same. Though, in present times, the interviewee also seeks information from interviewer.
4. Reference and Background Checks: Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and, gaining additional information on an applicant. Previous employers, known persons, teachers and university professors can act as references.
5. Selection Decision: The final decision has to be made from among the candidates who pass the tests, interviews and reference checks. The views of the concerned manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee.
6. Medical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test. The job offer is given to the candidate being declared fit after the medical examination.
7. Job Offer: The next step in the selection process is job offer to those applicants who have passed all the previous hurdles. Job offer is made through a letter of appointment/confirm his acceptance. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting.
8. Contract of Employment: After the job offer has been made and candidate accepts the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains certain vital details about the candidate, which are authenticated and attested by him or her. Attestation form will be a valid record for future reference. There is also a need for preparing a contract of employment. Basic information that should be included in a written contract of employment will vary according to the level of the job.