In common, one successful recruuitment strategy involves these several processes of: Step one: Development of a policy on recruitment and giving life to the policy. Step two: Needing assessment to determine the current and future human resource requirement of the organization. Step three: If the activity is to be effective, the HR requirements for each job category and functional division /unit of the organization must be assessed, identification within and outside the organization of the potential human resources pool.Step four: Job analysis and job evaluation to identify the individual aspects of each jobs and calculate its relative worth, assessment of qualifications profiles, job descriptions that identify responsibilities and requirement skills, abilities, knowledge and experience, determination to pay salaries and benefits within a defined period.Step five: identification and documentation of the actual process of recruitment and selection to ensure equity and laws.Thus, the psychological recruitment strategy for the interviewer includes how to ask interview questions, how to give interview scores and panellists' comments, results of tests ( where administered). Because and length of interview time for the interview. There are any interview main contents to any interviewer needs to concern how to arrange interview process.For example, nowadays, it is popular internet recruiting. Although, interviewer can reduce time to arrange and spend time to interview any applicants, due to the interviewer can interview any applicants from whose organization website . Specially, there are many similar potential interview competitors to apply to the position at the same time. Otherwise, internet recruiting is not all positive. Such as some applicants skill place great value in face-to-face interactions in the hiring process. Such applicant's are likely to ignore jobs posted, impersonally on time.I shall indicate these sample recruitment strategy to explain how to influence every applicant's choice to apply the job or not apply the job as below: The first is online recruiting. This online recruitment strategy has a large percentage of employees are hired by human service agencies for every level jobs are seeking their first career job. The newspaper want ads are not an effective recruitment source for most of today's applicants. Placing vacancy announcements online is more effective and economical than using most traditional forms of advertising. However, online recruitment is designed to close this gap: Not reaching majority of applicants, especially young graduates. The second is campus recruiting and job fairs. This campus recruiting strategy attracts both professional and paraprofessional applicants, who can be effectively recruited at job fairs sponsored by state workforce development agencies. However, college recruiting can be a very effective method for attracting applicants for professional jobs. The possible psychological advantages to applicants that includes any employers will send team of HR representatives to any colleges to provide an opportunity for job seekers to ask both job specific and hiring process/benefits questions; sending an ambassador to classrooms to quest lecture; schedule experienced employees or supervisors to ask on a hot topic in the human or service field at a local college or university. However, this campus recruiting strategy has a large percentage of employees hired, but need to improve overall applicant.