Then a model question or interview form is made to ask the workers and note the answers and to get the proper analysis and complete comprehension of the job and its requirements; one has to talk and interview both the employee and the supervisor.
Questionnaires can be between analyst and respondent is not completed off the job, thus avoiding possible unless the analyst is present lost productive time.
Mental qualifications can be difficult to detect since they cannot be directly observed.
A high level of importance of job analysis in practical levels can be explained by referring to the real life case study of internet company Yahoo! Of course, this is part of job. A job description is needed in order to hire the most qualified employee for a particular position.
Personal biases on the part of the job analyst can distort the data collected. An unstructured interview involves question and response and may be free flowing but it becomes structured in the sense that the interviewer has a purpose and needs skill to establish a relationship ask well-structured questions to generate a conversational flow in which the interviewee offers information - factual, opinion, subjective and objective about aspects of the job to ensure information recieved is heard and understood - listening, clarifying and reflective summarizing Effective listening requires concentration and this can be disturbed by interruptions, the interviewer's own thought processes and dificulty in remaining neutral about what is being said.
Rigid questionnaires tend to be less effective where the more affective aspects of work are concerned.