(a) The type of account should be opened is current A/c. Current A/c is one into which money may be deposited and out of which it may be drawn at any time. Current A/c is basically operated by the business houses. 

Features of Current A/c: 

1. Deposits in current account are payable on demand. Money from these deposits can be withdrawn by cheques without any restriction on the amount and number of withdrawls made. 

2. Generally, banks do not provide interest on these accounts. 

3. Overdraft facilities are available only on this type of account. 

4. Banks provide various services to the current account holders, such as making payment through cheques, collection of cheque payments, issuing drafts on behalf of the account holders, etc. For providing these services, bank charged services charges. 

(b) The two external sources of recruitment that are required to hire labour are: 

1. Gate Hiring: Small firms make recruitment at the factory gate. Workers gather at the factory gate after reading the notice of vacancies. The suitable candidates are selected. This method is used to fill temporary and casual vacancies. 

2. Unsolicited Applicants: Persons in search of employment visit offices of companies. They carry their resume and certificates. These persons may be considered if there is a vacancy. Unsolicited applicants are also known as casual callers. 

(c) After receiving application for the manager’s post, the procedure to select the right candidate is as follows: 

1. Preliminary Interview: Preliminary interview is the first occasion when candidates come into the contact with the company’s officials. The list of jobseekers are received by the receptionist or some other official who conducts a brief interview of the candidates to determine whether it is worthwhile for the candidate to fill up the application form. The candidates who dte unfit for the job are rejected. 

2. Application form: The candidates who succeed in preliminary interview are asked to fill in the prescribed application form. The application form provides a written record of the name, address, age, qualifications, work, experience etc. of a candidate. 

3. Employment Tests: These tests are based on the assumption that work behaviour of a person can be practised by sampling it. Tests are more useful for identifying unsuitable candidates than for selecting appropriate candidates. 

4. Selection Interview: Interview serves as a means of checking the information obtained through application form and tests. It also provides an opportunity to the candidate to get information about the job and the company. 

5. Checking References: Candidates are generally required to give names and addresses of two or three persons from whom information about the candidate may be obtained. These persons are called ‘references’. 

6. Medical Examination: A physical examination of the candidates is necessary to ensure that they are physically fit for the job. Such an examination also helps to protect the employer against the risk of claims for compensation from individuals who already suffer from disabilities and disease. 

7. Final Approval: The candidates who are short listed after medical examination are finally approved by the head of the department in which they are to work.. 

They are issued appointment letters and/or service agreements are made with them.