Recruitment workflow — arrange the stages in a meaningful ascending order from first public notice to onboarding review: 1) Probation, 2) Interview, 3) Selection, 4) Appointment, 5) Advertisement. Choose the realistic hiring pipeline beginning with an employer’s announcement and ending with probation after joining.

Introduction / Context:
Logical-sequence-of-words questions test whether you can map everyday processes to an ordered list. Hiring is a familiar pipeline with widely understood checkpoints: an employer announces a vacancy, candidates are evaluated, someone is chosen, the offer is formalized, and initial work is supervised under probation. Your task is to line these stages up coherently.

Given Data / Assumptions:

• Items: Advertisement (5), Interview (2), Selection (3), Appointment (4), Probation (1).
• Assume a simple corporate hiring flow without extra steps (screening tests, background checks) that do not appear in the list.
• Interpret “appointment” as issuing the offer/appointment letter and joining.

Concept / Approach:
The sequence must reflect causality and common practice. First, an employer must publicize the vacancy (advertisement). Only then can candidates apply and be assessed (interview). Based on performance and fit, the organization chooses a candidate (selection). The chosen candidate receives the formal appointment and joins (appointment). Finally, many roles begin with a probationary period to evaluate performance on the job (probation).

Step-by-Step Solution:
Start: Advertisement (5) — opens the funnel.Next: Interview (2) — evaluation step.Then: Selection (3) — decision stage.After that: Appointment (4) — formalize joining.Last: Probation (1) — supervised initial tenure post-joining.Therefore: 5, 2, 3, 4, 1.

Verification / Alternative check:
If “probation” appeared before appointment, the person would be supervised without even being hired, which is impossible. If “advertisement” came later, there would be no applicants to interview. Thus the dependencies enforce a single sensible order.

Why Other Options Are Wrong:

• 5, 3, 2, 1, 4: Selection cannot precede interviews; probation cannot precede appointment.
• 5, 4, 2, 3, 1: Appointment before interview/selection breaks due process.
• 4, 5, 1, 2, 3: Appointment without prior advertisement/interview/selection is illogical.
• None of these: Not applicable since a coherent order exists.

Common Pitfalls:
Confusing “selection” (decision) with “appointment” (formal offer/joining) and assuming they are interchangeable. In most organizations, selection is the decision; appointment is the official act afterward.

Final Answer:
5, 2, 3, 4, 1