Your examples are clear, but the section titles can be made more consistent with common aptitude/reasoning terminology. Here’s a refined version.

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1. Candidate Eligibility Matrix Matching

Idea

Determine whether a candidate satisfies all recruitment criteria by comparing their profile with the prescribed eligibility conditions.

Rule

• Check each mandatory criterion (age, qualification, experience, score, etc.) one by one.
• Mark each criterion as Pass or Fail.
• A candidate is selected only if all mandatory conditions are satisfied.
• If an exception or relaxation rule exists, apply it before making the final decision.

Example

Problem:

Eligibility Criteria:

• Age: 21–30 years
• Degree: At least 60%
• Experience: At least 2 years

Candidate X:

• Age: 25
• Degree: 55%
• Experience: 3 years

Should Candidate X be selected?

Solution

Step 1: Check Age.

25 lies between 21 and 30.

Result: ✓ Pass

Step 2: Check Degree.

Required = 60%

Candidate = 55%

Result: ✗ Fail

Step 3: Check Experience.

Required = 2 years

Candidate = 3 years

Result: ✓ Pass

Step 4: Final Decision.

One mandatory criterion (Degree) is not satisfied.

Since no relaxation is mentioned, the candidate cannot be selected.

Answer: Rejected

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2. Multi-Condition Decision Trees

Idea

Determine the final outcome by following a sequence of conditional rules.

Rule

• Start from the first condition.
• At each step, evaluate the condition.
• Follow the appropriate Yes/No branch.
• Continue until a final outcome (Select, Interview, Reject, Refer, etc.) is reached.

Example

Problem:

Decision Rules:

• If Score > 80% → Interview

• Otherwise, check:

  • If Experience > 5 years → Interview
  • Else → Reject

Candidate:

• Score = 75%
• Experience = 6 years

Solution

Step 1: Check Score.

75% is not greater than 80%.

Follow the No branch.

Step 2: Check Experience.

6 years is greater than 5 years.

Follow the Yes branch.

Step 3: The decision tree ends at Interview.

Answer: Interview

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3. Exception Rule Handling

Idea

Apply special relaxation rules when a candidate fails a normal eligibility criterion but qualifies under an officially stated exception.

Rule

• Check the normal eligibility rules first.
• If a mandatory condition fails, look for any applicable exception.
• Apply an exception only if it is explicitly provided.
• If multiple exceptions exist, apply them according to their stated priority.

Example

Problem:

Rule:

• Minimum score = 65%

Exception:

• Candidates scoring 60–64% who have a patent or published research should be referred to the Director.

Candidate:

• Score = 62%
• Published Papers = 2

Solution

Step 1: Apply the normal rule.

Required score = 65%

Candidate score = 62%

Result: Does not satisfy the normal criterion.

Step 2: Check the exception.

• Score is between 60 and 64% ✓
• Candidate has published research ✓

Both exception conditions are satisfied.

Step 3: Apply the exception.

Instead of rejection, the candidate is forwarded for special consideration.

Answer: Refer to Director

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Quick Exam Tricks

Candidate Eligibility

Check every mandatory criterion
          ↓
All Pass?
     ↓         ↓
   Yes         No
 Select     Check Exception
                ↓
       Exception Applies?
           ↓           ↓
         Yes          No
        Refer      Reject

Decision Tree

Start
   ↓
Evaluate Condition
   ↓
Follow Yes/No branch
   ↓
Repeat until final decision

Exception Rule

Normal Rule
      ↓
Condition Failed?
      ↓
Check Exception
      ↓
Applies?
 ↓           ↓
Yes         No
Refer     Reject

These three topics together cover the Decision Making / Eligibility Criteria questions commonly asked in SSC, Bank, Insurance, and other competitive aptitude examinations.