Stage 1: Post survey
The analysis of the job is carried out by the psychologist and other managers of the enterprise (manager of HR, officers, technical managers, post occupants) can gather and process the information in order to identify:
Responsibilities of the holder
His relationships with his colleagues
Physical work conditions
Salary and career development
The job analysis is carried out through various methods including the observation, questionnaire and interview.
Stage 2: The use of application questionnaire
The psychologist undertakes an initial assessment of the application through a questionnaire in order to collect as much information as possible about the motivation of the applicant to the proposed post.
The applicant should answer the questionnaire clearly and honestly. Yet the interview can complete or modify these answers.
Stage 3: The running of the tests and examinations
Some tests are run free time. Others (particularly aptitude examinations) are kept under limited time (performance measure).
Explanations and "instructions" concerned the different examinations are given generally in a written form.
Some examinations of mental efficiency are common to a series of post, though they do not have the same requirement, they are based on common aptitudes.
Stage 4: Psychological interview
In a meeting between the psychologist counsellor and the candidate, this interview helps to assess the candidate’s expectations, his attitudes, interests and motivations.
The interview is not a questionnaire but it is rather a meeting that encourages exchanges between the psychologist and the candidate in a kind of short time:
Express what is relevant to each one of them in a given situation particularly regarding the objective of decision.
Get the bearings i.e. take into account and assess the different elements of the application appearing in the tests or even during the interview.
Decide in relation to the post by clarifying the reasons behind such decision.
Consider other ways if necessary.
All these techniques used during the psycho-technical test of selection lead to the drawing up of a skill assessment and to compare it to the post profile already made by the counsellor.
Stage 5: Drawing up of a report
Finally, the psychologist writes down a final report in a form of detailed confidential account. The final appreciation is resulted from the summarization of information collected from tests and the interview.