An understanding of the content of a job assists an organization in specifying the knowledge, skills, and abilities needed to do the job. These KSAs can be expressed in terms of a job specification, which is an Exhibit 1 Selection Process The systematic study of job content in order to determine the major duties and responsibilities of the job. Allows the 1. Job Analysis organization to determine the important dimensions of job performance. The major duties and responsibilities of a job are often detailed in the job description. Drawing upon the information obtained through job analysis or 2. The Identification of from secondary sources such as O*NET, the organization KSAs or identifies the knowledge, skills, and abilities necessary to Job Requirements perform the job. The job requirements are often detailed in a document called the job specification. Once the organization knows the KSAs needed by job applicants, it must be able to determine the degree to which job applicants possess them. The organization must Once the 3. The Identification of organization knows the KSAs needed by job applicants, it must Selection Methods to be able to determine the degree to which job applicants possess Assess KSAs them. The organization must Selection methods include, but are not limited to, reference and background checks, interviews, cognitive testing, personality testing, aptitude testing, drug testing, and assessment centers. The organization should be sure that the selection methods they 4. The Assessment of use are reliable and valid. In terms of validity, selection the Reliability and methods should actually assess the knowledge, skill, or ability Validity of Selection they purport to measure and should distinguish between job Methods applicants who will be successful on the job and those who will not. The organization should use its selection methods to make selection decisions. Typically, the organization will first try to 5. The Use of Selection determine which applicants possess the minimum KSAs Methods to Process required. Once unqualified applicants are screened, other Job Applicants selection methods are used to make distinctions among the remaining job candidates and to decide which applicants will
An understanding of the content of a job assists an organization in specifying the knowledge, skills, and abilities needed to do the job. These KSAs can be expressed in terms of a job specification, which is an Exhibit 1 Selection Process 1. Job Analysis The systematic study of job content in order to determine the major duties and responsibilities of the job. Allows the organization to determine the important dimensions of job performance. The major duties and responsibilities of a job are often detailed in the job description. 2. The Identification of KSAs or Job Requirements Drawing upon the information obtained through job analysis or from secondary sources such as O*NET, the organization identifies the knowledge, skills, and abilities necessary to perform the job. The job requirements are often detailed in a document called the job specification. 3. The Identification of Selection Methods to Assess KSAs Once the organization knows the KSAs needed by job applicants, it must be able to determine the degree to which job applicants possess them. The organization must Once the organization knows the KSAs needed by job applicants, it must be able to determine the degree to which job applicants possess them. The organization must Selection methods include, but are not limited to, reference and background checks, interviews, cognitive testing, personality testing, aptitude testing, drug testing, and assessment centers. 4. The Assessment of the Reliability and Validity of Selection Methods The organization should be sure that the selection methods they use are reliable and valid. In terms of validity, selection methods should actually assess the knowledge, skill, or ability they purport to measure and should distinguish between job applicants who will be successful on the job and those who will not. 5. The Use of Selection Methods to Process Job Applicants The organization should use its selection methods to make selection decisions. Typically, the organization will first try to determine which applicants possess the minimum KSAs required. Once unqualified applicants are screened, other selection methods are used to make distinctions among the remaining job candidates and to decide which applicants will
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