Statement–Argument — Should competitive job selection be through objective tests only? Arguments: I) Yes; objective-test assessment is reliable. II) No; the number of questions is always very large. Identify the strong argument(s).

Introduction / Context:
Recruitment design weighs reliability, validity, and fairness. A strong argument should address these psychometric properties, not superficial inconveniences.

Given Data / Assumptions:

• Objective tests can standardize scoring and reduce evaluator bias.
• Reliability refers to consistency of measurement.
• Large question counts may improve reliability, not weaken it.

Concept / Approach:
Argument I appeals to reliability, a core concern in selection design—hence strong. Argument II complains about volume, which is not a reason against “objective only” design and is sometimes beneficial; thus weak.

Step-by-Step Solution:

Verification / Alternative check:
Many standardized exams rely on objective formats to achieve scale and fairness.

Why Other Options Are Wrong:
“Either” would elevate II; “Neither” ignores I’s validity.

Common Pitfalls:
Confusing test length with unfairness; overlooking psychometrics.

Final Answer:
if only Argument I is strong.