The necessary skills should have been recognized through the course of job analysis, description and specification. It is significant then to discover methods of testing whether applicants meet these requirements. Testing the requirements out may consist of:
1) interviewing the applicants;
2) asking the applicants to get involved in simulated work situations;
3) asking the applicants to provide models of previous work;
4) getting the applicants to fill in character and intelligence tests;
5) giving the applicants real work imitations to test their abilities.

The aims of job analysis are to:

1. Select workers either from the positions of existing staff or from the employment of new staff.

2. Specify the training necessities of a certain job.

3. Supply with the information which will be helpful in decision making concerning the type of equipment and materials to be doing the job.

4. Recognize and outline the knowledge of employees in their work functions (information that can be used as proof for staff training and promotion).

5. Discover areas of risk and threat at work.

6. Assist in setting rates of pay for fulfillment of job tasks.

A list of important points need to be figured out:
1) the title of the job position;
2) whom the worker will be responsible to;
3) for whom the worker is responsible;
4) a simple explanation of the function and duties of the worker within the organization.

Job analysis can be performed by direct examination of workers at work, by learning information from interviewing job holders, as well as by referring to papers such as training manuals. Information can be picked up exactly from the person performing a job and from their managerial staff. Some large companies purposely employ ‘job analysts’.