-What are common psychology methods of recruitment choice?Can any psychology methods are used to choose who will be the best recruitment applicant(s) in any recruitment stage more accurate? Can the interviewer observe the applicant's psychological phenomenon to judge whether the applicant can be the best or the most suitable applicant in the recruitment stage more accurate? To answer above these questions. We need to know why a systematic scientific procedure is an essential component to achieve any psychological method(s) to test candidate individual ability to judge whether who is the best or the most suitable applicant to do any position in any organization. A psychologist can follow a systematic scientific procedure which has theoretical base in order to explain and interpret the psychological phenomenon of the applicant to decide whether who is the best or the most suitable applicant to do the position in the organization. On the one hand, in order to obtain the applicant's psychological response from individual applicant, there are a number of psychological tools or instruments are used during the interview process. The responses are taken on these tools constitute the basic data which are analyzed to study the applicant experiences, e.g. working experiences, life experiences, mental processes and behaviors. On the other hand, in order to understand every applicant's behavior during the interview process. The different psychological methods can be applied for solving different applicant's individual behavior ( individual mental problems) to judge who will be the best or the most suitable applicant to the position in any organization. Because different situations will cause the applicant to choose how to do or perform different behaviors to persuade the interviewer believes who is the best or the most suitable applicant to do the position in the organization. Thus, whose performances will be shaped by many factors both intrinsic and extrinsic to him or her in any interview process.The common psychological methods of interview process include such as: For observation psychological method example, when shopping in the market, the researcher must have noticed various activities of the consumers . When he/she observes the consumers their activities, the researcher also think about as to why who are doing those activities and probably the researcher reaches a conclusion about the causes of such activities. So, observation is as a psychological method of enquiry is often understand as a systematic registering of events without any deliberate attempt to interface with variables operating in the event which is being studies.Thus, observation psychological method seems to be applied to judge who is the best or the most suitable applicant to do any position in any organization in any interview process. Such as in any interview process, the interviewer ( observer) can use this method to judge or observe every applicant's face and behavioral performance to feel whether who is the best or the most suitable applicant who own ability or confidence or qualification or experience to already to do the job to achieve the recruitment result is more accurate. For example, the interviewer ( observer) can attempt to give one simple or difficult task to test whether whom the applicant has the more effort of the induced stress on task performance in the short time observation test in the on part stage of the interview process.