JOB ANALYSIS

Job Analysis
A job analysis is the process used to collect information about the
duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job. You need as much data as possible to
put together a job description, which is the frequent outcome of the
job analysis.

A job analysis is a step-by-step specification of an employment position's

requirements, functions, and procedures. Just as a seed cannot blossom into a
flower unless the ground is properly prepared, many human resource
management (HRM) practices cannot blossom into competitive advantage unless
grounded on an adequate job analysis.

Successful HRM practices can lead to outcomes that create competitive

advantage. Job analyses, properly performed, enhance the success of these HRM
practices by laying the foundation. Job analysis information can be applied to a
variety of HRM practices. We now take a brief look at some of them.

ESTABLISHING FAIR AND EFFECTIVE

HIRING PRACTICES
An employer's recruitment and selection practices seek to identify and hire the
most suitable applicants. Job analysis information helps employers achieve this
aim by identifying selection criteria, such as the knowledge, skills, and abilities
(KSAs) needed to perform a job successfully. A firm's managers and human
resource (HR) professionals can then use this information to choose or develop
the appropriate selection devices (e.g., interview questions, tests). This approach
to selection is legally required.

An employer facing discrimination charges must demonstrate to the courts that

its selection criteria are job-related. To support this type of claim-relatedness, a
firm must demonstrate that the challenged selection practice was developed on
the basis of job analysis information. As one judge noted during a discrimination
hearing, without a job analysis on which to base selection practices, an employer
"is aiming in the dark and can only hope to achieve job-relatedness by blind
luck."

In the 1990s, the need for firms to base selection criteria on job analysis
information became even more important due to the passage of the Americans
with Disabilities Act. This law states that employment decisions concerning
disabled candidates must be based on their ability to perform the essential
functions of the job. For instance, if report reading were an essential job function,
then applicants whose disabilities prevented them from reading could be lawfully
denied employment (assuming there was no way to accommodate them). If,
however, report reading were not an essential function, the inability to read could
not lawfully serve as a basis for denial. The determination of which job functions
are essential is made during a job analysis.

DEVELOPING TRAINING
AND APPRAISAL PROGRAMS

Firms can also use job analysis information to assess training needs and to
develop and evaluate training programs. Job analyses can identify tasks a worker
must perform. Then, through the performance appraisal process, supervisors can
identify which tasks are being performed properly or improperly. The supervisor
can next determine whether improperly performed work can be corrected
through training.

HR professionals also use job analysis information to develop relevant training

programs. The job analysis specifies how each job is performed, step by step,
allowing HR professionals to develop training materials to teach trainees how to
perform each task. To evaluate the effectiveness of a training program, the
organization must first specify training objectives or the level of performance
expected of trainees when they finish the program. The success of a training
program is judged on the basis of the extent to which those performance levels
have been reached. Expected performance levels are often specified during a job
analysis.

Information obtained from a job analysis can be used to develop performance

appraisal forms. An example of a job analysis-based form would be one that lists
the job's tasks or behaviors and specifies the expected performance level for each.
The role of job analysis is crucial here. Without job analysis information,
organizations typically use a single, generalized form in which all workers are
appraised on the basis of a common set of characteristics or traits that are
presumed to be needed for all jobs (e.g., cooperation, dependability, leadership).

Job analysis-based appraisal forms are superior to the generalized forms because
they do a better job of communicating performance expectations and because
they provide a better basis for giving feedback and for making HRM decisions.

Most companies base pay rates, in part, on the relative worth or importance of
each job to the organization. Job worth is typically determined by evaluating or
rating jobs based on important factors such as skill level, effort, responsibility,
and working conditions. The information provided by a job analysis serves as the
basis for job worth evaluations.

Job analysis also plays an important role in the development of productivity

improvement programs. Various pay-for-performance programs provide rewards
to employees who perform their jobs at or above some desired level. Job analysis
is used to identify that level of performance.

DETERMINING THE TYPE OF

INFORMATION TO BE COLLECTED

A wealth of information may be gathered during a job analysis. Job analysis

information may be divided into three categories: job content, job context, and
worker requirements. Job content refers to workers' job activities or what
workers actually do on the job. Job context refers to the conditions under which
the work is performed and the demands such jobs impose on the worker. Worker
requirements refer to the worker qualifications needed to perform the job
successfully. The specific information falling within each category is described
next.

CONTENT.

When gathering information about tasks, the job analyst seeks to determine what
the worker does, the purpose of the action, and the tools, equipment, or
machinery used in the process. The analyst may also gather additional
information about tasks, such as their relative importance, the expected
performance levels, and the type of training needed by a new worker to perform
tasks satisfactorily. Job content can be described in a number of ways, depending
on how specific one wants (or needs) to be. The different types of job content
information are described in Exhibit 1.

CONTEXT.

Job context refers to the conditions under which work is performed and the
demands such work imposes on employees. Specific types of job context
information typically identified during a job analysis include reporting
relationships, supervision received, judgment, authority, personal contacts,
working conditions, and the physical and mental demands on the worker.

REQUIREMENTS.

Worker requirements refer to the knowledge, skill, ability, personal

characteristics, and credentials needed for effective job performance. These terms
are defined as:

• Knowledge—the body of information one needs to perform the job.

• Skill—the capability to perform a learned motor task, such as forklift
operating skills and word-processing skills.
 • Ability—the capability needed to perform a non-motor task, such as
communication abilities, mathematical abilities, and reasoning or
problem-solving abilities.
• Personal characteristics—an individual's traits (e.g., tact, assertiveness,
concern for others, objectivity, work ethic) or their willingness/ability to
adapt to the circumstances in the environment (e.g., ability to withstand
boredom, willingness to work overtime, willingness to treat others
cordially).
• Credentials—proof or documentation that an individual possesses certain
competencies, such as diplomas, certifications, and licenses.

The sheer amount of information that can be uncovered during a job analysis
may be overwhelming, but it is usually unnecessary to gather all possible data.
The purpose or intended use of the job analysis dictates the particular
information to be gathered. Therefore, the analyst must decide how the job
analysis will be used before deciding what information to seek.

For instance, if a job analysis were to be used to develop a technical training

program for new employees, the analyst should focus on information about
subtasks (a step-by-step description of how the job is carried out) and the specific
knowledge, skills, and abilities (KSAs) one would need to do well on that job. If
the purpose were to develop a written employment test to assess applicants'
knowledge of the job, the analyst should target information about the specific
tasks of the job and the knowledge required to perform each task (i.e., the facts,
theories, principles, etc., one must know to be able to perform tasks
satisfactorily).

DETERMINING HOW TO COLLECT

THE INFORMATION

HR professionals often gather job analysis information. However, because these

individuals lack sufficient expertise in the jobs being analyzed, they must enlist
the actual job incumbents and their supervisors to gather and interpret the
pertinent information. Job analysis information may be gathered by interviewing
these individuals, observing them at work, and/or having them complete job
analysis questionnaires. The appropriateness of each approach depends, in part,
on the type of information sought.

Exhibit 1
The Different Types of Job Content Information

Broad Level

Function or Duty

• Definition: The major areas of the job-holder's responsibility.

• Example: A professor's functions are teaching, research, and
service to the university/community.

Intermediate Level

Task

• Definition: What a worker does when carrying out a function of

the job; it is an activity that results in a specific product or
service.
• Example: The function of teaching requires a professor to
perform several tasks like lecturing, giving/grading exams, and
meeting with students.

Work Behavior

• Definition: An important activity that is not task specific; such

behavior is engaged in when performing a variety of tasks.
• Example: "Communicating"—a professor engages in this
behavior when performing several tasks, such as lecturing and
meeting with students.
Specific Level

Subtasks

• Definition: The steps carried out in the completion of a task.

• Example: The task of providing lectures consists of several
subtasks, such as reading the text and other relevant materials,
deciding on what information to convey, and determining how
this information can be communicated in a clear and
interesting manner.

Critical Incidents

• Definition: Specific activities that distinguish effective from

ineffective job performance.
• Example: "The professor uses several examples when
explaining difficult concepts."

INTERVIEWS.

Job analysis interviews are structured conversations between the job analyst and
one or more subject-matter experts. Interviews are typically held with both job
incumbents and their supervisors. Interviews with incumbents tend to focus on
job content and job context information. That is, incumbents are asked to
describe what they do, how they do it, and the conditions under which they
perform their jobs.

The typical role of the supervisor is to review and verify the accuracy of the
incumbents' responses, and to provide further information concerning task
importance, expected performance levels, training needs of new workers, and
worker requirements.

As the most frequently used job analysis method, interviews provide a potential
wealth of information. However, one-on-one interviews can be quite time-
consuming. An interview usually takes between one and eight hours, depending
on the amount and depth of information sought. Thus, interviewing can take a
great deal of time, especially when the analyst must interview several people.
When time constraints pose a problem, the best alternative is to conduct a group
interview, where several subject-matter experts are interviewed simultaneously.

OBSERVATIONS.

Sometimes a job analyst will supplement interviews with job analysis

observations. As the name suggests, observation means watching the incumbent
perform the job. Observation is most useful when jobs are complex and difficult
to accurately describe. When analyzing such jobs, the analyst observes or
videotapes the job and then interviews the worker for clarification or explanation.
The observation allows the analyst to gain a better understanding of how the
work is done and the KSAs needed to perform it.

While observation is usually used as a supplement to the interview, HR

professionals sometimes base job analysis solely on observation. Whether or not
observation yields sufficient data for the analysis depends on the type of
information being collected.

For instance, it is an excellent method for identifying subtasks performed in

routine/repetitive types of jobs, such as assembly-line work. When using this
approach, however, analysts should be alert to the possibility that some workers
may behave atypically when observed. For instance, they may increase their
speed to impress the observer, or slow down in an effort to demonstrate how
difficult their jobs are.

QUESTIONNAIRES.

Job analysis questionnaires ask subject-matter experts—workers and/or

supervisors—to record job information in writing. Job analysis questionnaires
contain either open-ended or closed-ended questions. Open-ended questions ask
respondents to provide their own answers to the questions. Closed-ended
questions ask respondents to select an answer from a list provided on the
questionnaire. Closed-ended questions are more commonly used because they
provide greater uniformity of responses and are more easily scored.

A job analysis questionnaire containing only closed-ended questions is called a

job analysis inventory. An inventory containing a list of task statements is called a
task inventory; one containing a list of worker ability requirements is called an
ability inventory. Job analysis inventories ask respondents to rate each item in
terms of its importance to the job. Task inventories also request information
regarding the frequency or time spent performing each task.

Companies use job analysis inventories when information is needed from several
people (e.g., when many people hold the same job title). Compared to interviews,
information can be collected much more quickly using this approach. Companies
also use inventories as a means of grouping jobs. Grouping refers to categorizing
jobs based on the similarity of tasks performed or skills needed; a group would
consist of jobs in which all workers performed similar tasks or needed similar
skills.

Once groups are established, the organization can determine selection criteria,
training needs, and evaluation criteria applicable to all jobs within a group. Job
analysis inventories are also used to determine workers' training needs. Workers
are presented with a list of tasks or abilities and are asked to indicate those for
which they need training. A five-point rating scale, ranging from "great need" to
"no need," is typically used.

DETERMINING HOW JOB ANALYSIS

INFORMATION WILL BE RECORDED

Once HR professionals have collected job analysis information, it must be

recorded in some systematic way to produce a job description (i.e., a summary of
job analysis findings). The format of job descriptions may be general purpose or
special purpose.

Job Description
Job descriptions are written statements that describe the duties,
responsibilities, most important contributions and outcomes needed
from a position, required qualifications of candidates, and the reporting
relationship of a particular job.

Job Descriptions: Why Effective Job Descriptions Make Good Business

Sense
Effectively developed, job descriptions are communication tools that
are significant in your organization's success. Poorly written job
descriptions, on the other hand, add to workplace confusion and hurt
communication. Here's why effective job descriptions are so important.

How to Develop a Job Description

The process of developing a job description helps you articulate the
most important outcomes you need from an employee performing a
particular job. A job description is also a communication tool that tells
coworkers where their job leaves off and the job of another starts. A
well-written job description tells an employee where their job fits
within the overall department and the overall company.

GENERAL PURPOSE JOB DESCRIPTION.

A general purpose job description is one that contains a variety of information

that can be used for several purposes, such as communicating job responsibilities
to employees and specifying minimum job requirements. For instance, a manager
would pull out a job description to review essential functions and worker
requirements prior to developing interview questions for a job applicant.

The particular information contained in the job description varies depending on

company preference and the intended use of the instrument. A typical general
purpose job description contains the following sections: job identification, job
summary, essential functions, and worker requirements.

General purpose job descriptions used by most companies provide only a brief
summary of job analysis information, and thus lack sufficient detail for some
HRM applications. For instance, many fail to indicate subtasks, performance
standards, and job context. Subtask information may serve as a basis for
developing training programs; performance standards may serve as a basis for
developing certain types of performance appraisal forms; and job context
information may serve as a basis for making job evaluation ratings that are
needed to establish pay rates.

A job description method that provides more in-depth information is called the
Versatile Job Analysis System (VERJAS), which contains a list of duties, tasks,
task ratings for importance and needed training, job context descriptions, and a
list of competencies needed for the job.

SPECIAL PURPOSE JOB DESCRIPTIONS.

Several special purpose job descriptions have been developed by a variety of

HRM experts during the past 30 years. A key difference between general and
special purpose job descriptions lies in the amount of detail they include. Special
purpose formats cover fewer topics, but the topics covered are analyzed in more
depth. Some of the more commonly used special purpose approaches are
described next.

Functional job analysis (FJA) focuses primarily on recording job content

information. Each task is analyzed separately on a worksheet that contains a task
statement (specifying what the worker does, how it is done, and the results or
final product of the worker's actions), the performance standards and training
needs associated with the task, and seven rating scales. Three of the scales are
known as worker function scales, indicating the level of worker involvement with
data, people, and things. The other four scales indicate the level of ability needed
in the areas of reasoning, mathematics, language, and following instructions.

Employee Planning, Recruiting,

Selecting, Staffing and Hiring
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Initial Phone Screening: Telephone Interview

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EMPLOYEE SCREENING
AND SELECTION

According to R.D. Gatewood and H.S. Field, employee selection is the "process of
collecting and evaluating information about an individual in order to extend an
offer of employment." Employee selection is part of the overall staffing process of
the organization, which also includes human resource (HR) planning,
recruitment, and retention activities. By doing human resource planning, the
organization projects its likely demand for personnel with particular knowledge,
skills, and abilities (KSAs), and compares that to the anticipated availability of
such personnel in the internal or external labor markets. During the recruitment
phase of staffing, the organization attempts to establish contact with potential job
applicants by job postings within the organization, advertising to attract external
applicants, employee referrals, and many other methods, depending on the type
of organization and the nature of the job in question. Employee selection begins
when a pool of applicants is generated by the organization's recruitment efforts.
During the employee selection process, a firm decides which of the recruited
candidates will be offered a position.

Effective employee selection is a critical component of a successful organization.

How employees perform their jobs is a major factor in determining how
successful an organization will be. Job performance is essentially determined by
the ability of an individual to do a particular job and the effort the individual is
willing to put forth in performing the job. Through effective selection, the
organization can maximize the probability that its new employees will have the
necessary KSAs to do the jobs they were hired to do. Thus, employee selection is
one of the two major ways (along with orientation and training) to make sure that
new employees have the abilities required to do their jobs. It also provides the
base for other HR practices—such as effective job design, goal setting, and
compensation—that motivate workers to exert the effort needed to do their jobs
effectively, according to Gatewood and Field.

Job applicants differ along many dimensions, such as educational and work
experience, personality characteristics, and innate ability and motivation levels.
The logic of employee selection begins with the assumption that at least some of
these individual differences are relevant to a person's suitability for a particular
job. Thus, in employee selection the organization must (1) determine the relevant
individual differences (KSAs) needed to do the job and (2) identify and utilize
selection methods that will reliably and validly assess the extent to which job
applicants possess the needed KSAs. The organization must achieve these tasks in
a way that does not illegally discriminate against any job applicants on the basis
of race, color, religion, sex, national origin, disability, or veteran's status.
AN OVERVIEW OF THE
SELECTION PROCESS

Employee selection is itself a process consisting of several important stages, as

shown in Exhibit 1. Since the organization must determine the individual KSAs
needed to perform a job, the selection process begins with job analysis, which is
the systematic study of the content of jobs in an organization. Effective job
analysis tells the organization what people occupying particular jobs "do" in the
course of performing their jobs. It also helps the organization determine the
major duties and responsibilities of the job, as well as aspects of the job that are
of minor or tangential importance to job performance. The job analysis often
results in a document called the job description, which is a comprehensive
document that details the duties, responsibilities, and tasks that make up a job.
Because job analysis can be complex, time-consuming, and expensive,
standardized job descriptions have been developed that can be adapted to
thousands of jobs in organizations across the world. Two examples of such
databases are the U.S. government's Standard Occupational Classification
(SOC), which has information on at least 821 occupations, and the Occupational
Information Network, which is also known as O*NET. O*NET provides job
descriptions for thousands of jobs.

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
Source: Adapted from Gatewood and Field, 2001.
The systematic study of job content in order to
determine the major duties and responsibilities
of the job. Allows the organization to determine
1. Job Analysis
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 from secondary sources
2. The Identification such as O*NET, the organization identifies the
of KSAs or knowledge, skills, and abilities necessary to
Job Requirements perform the job. The job requirements are often
detailed in a document called the job
specification.
3. The Identification Once the organization knows the KSAs needed
of Selection Methods by job applicants, it must be able to determine
to Assess KSAs 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.
The organization should be sure that the
selection methods they use are reliable and
4. The Assessment of
valid. In terms of validity, selection methods
the Reliability and
should actually assess the knowledge, skill, or
Validity of Selection
ability they purport to measure and should
Methods
distinguish between job 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 determine
5. The Use of
which applicants possess the minimum KSAs
Selection Methods to
required. Once unqualified applicants are
Process Job
screened, other selection methods are used to
Applicants
make distinctions among the remaining job
candidates and to decide which applicants will
receive offers.

organizational document that details what is required to successfully perform a

given job. The necessary KSAs are called job requirements, which simply means
they are thought to be necessary to perform the job. Job requirements are
expressed in terms of desired education or training, work experience, specific
aptitudes or abilities, and in many other ways. Care must be taken to ensure that
the job requirements are based on the actual duties and responsibilities of the job
and that they do not include irrelevant requirements that may discriminate
against some applicants. For example, many organizations have revamped their
job descriptions and specifications in the years since the passage of the
Americans with Disabilities Act to ensure that these documents contain only job-
relevant content.

Once the necessary KSAs are identified the organization must either develop a
selection method to accurately assess whether applicants possess the needed
KSAs, or adapt selection methods developed by others. There are many selection
methods available to organizations. The most common is the job interview, but
organizations also use reference and background checking, personality testing,
cognitive ability testing, aptitude testing, assessment centers, drug tests, and
many other methods to try and accurately assess the extent to which applicants
possess the required KSAs and whether they have unfavorable characteristics that
would prevent them from successfully performing the job. For both legal and
practical reasons, it is important that the selection methods used are relevant to
the job in question and that the methods are as accurate as possible in the
information they provide. Selection methods cannot be accurate unless they
possess reliability and validity.

VALIDITY OF SELECTION METHODS

Validity refers to the quality of a measure that exists when the measure assesses a
construct. In the selection context, validity refers to the appropriateness,
meaningfulness, and usefulness of the inferences made about applicants during
the selection process. It is concerned with the issue of whether applicants will
actually perform the job as well as expected based on the inferences made during
the selection process. The closer the applicants' actual job performances match
their expected performances, the greater the validity of the selection process.

ACHIEVING VALIDITY

The organization must have a clear notion of the job requirements and use
selection methods that reliably and accurately measure these qualifications. A list
of typical job requirements is shown in Exhibit 2. Some qualifications—such as
technical KSAs and nontechnical skills—are job-specific, meaning that each job
has a unique set. The other qualifications listed in the exhibit are universal in that
nearly all employers consider these qualities important, regardless of the job. For
instance, employers want all their employees to be motivated and have good work
habits.

The job specification derived from job analysis should describe the KSAs needed
to perform each important task of a job. By basing qualifications on job analysis
information, a company ensures that the qualities being assessed are important
for the job. Job analyses are also needed for legal reasons. In discrimination suits,
courts often judge the job-relatedness of a selection practice on whether or not
the selection criteria was based on job analysis information. For instance, if
someone lodges a complaint that a particular test discriminates against a
protected group, the court would (1) determine whether the qualities measured
by the test were selected on the basis of job analysis findings and (2) scrutinize
the job analysis study itself to determine whether it had been properly conducted.

SELECTION METHODS

The attainment of validity depends heavily on the appropriateness of the

particular selection technique used. A firm should use selection methods that
reliably and accurately measure the needed qualifications. The reliability of a
measure refers to its consistency. It is defined as "the degree of self-consistency
among the scores earned by an individual." Reliable evaluations are consistent
across both people and time. Reliability is maximized when two people evaluating
the same candidate provide the same ratings, and when the ratings of a candidate
taken at two different times are the same. When selection scores are unreliable,
their validity is diminished. Some of the factors affecting the reliability of
selection measures are:

• Emotional and physical state of the candidate. Reliability suffers if

candidates are particularly nervous during the assessment process.
 • Lack of rapport with the administrator of the measure. Reliability suffers
if candidates are "turned off" by the interviewer and thus do not "show
their stuff" during the interview.
• Inadequate knowledge of how to respond to a measure. Reliability suffers
if candidates are asked questions that are vague or confusing.
• Individual differences among respondents. If the range or differences in
scores on the attribute measured by a selection device is large, that means
the device can reliably distinguish among people.
• Question difficulty. Questions of moderate difficulty produce the most
reliable measures. If questions are too easy, many applicants will give the
correct answer and individual differences are lessened; if questions are too
difficult, few applicants will give the correct answer and, again, individual
differences are lessened.
• Length of measure . As the length of a measure increases, its reliability
also increases. For example, an interviewer can better gauge an applicant's
level of interpersonal skills by asking several questions, rather than just
one or two.

Exhibit 2
A Menu of Possible Qualities Needed for Job Success

1. Technical KSAs or aptitude for learning them

2. Nontechnical skills, such as
1. Communication
2. Interpersonal
3. Reasoning ability
4. Ability to handle stress
5. Assertiveness
3. Work habits
1. Conscientiousness
2. Motivation
3. Organizational citizenship
4. Initiative
 5. Self-discipline
4. Absence of dysfunctional behavior, such as
1. Substance abuse
2. Theft
3. Violent tendencies
5. Job-person fit; the applicant
1. is motivated by the organization's reward system
2. fits the organization's culture regarding such things as
risk-taking and innovation
3. would enjoy performing the job
4. has ambitions that are congruent with the promotional
opportunities available at the firm

In addition to providing reliable assessments, the firm's assessments should

accurately measure the required worker attributes. Many selection techniques are
available for assessing candidates. How does a company decide which ones to
use? A particularly effective approach to follow when making this decision is
known as the behavior consistency model. This model specifies that the best
predictor of future job behavior is past behavior performed under similar
circumstances. The model implies that the most effective selection procedures are
those that focus on the candidates' past or present behaviors in situations that
closely match those they will encounter on the job. The closer the selection
procedure simulates actual work behaviors, the greater its validity. To implement
the behavioral consistency model, employers should follow this process:

1. Thoroughly assess each applicant's previous work experience to determine

if the candidate has exhibited relevant behaviors in the past.
2. If such behaviors are found, evaluate the applicant's past success on each
behavior based on carefully developed rating scales.
3. If the applicant has not had an opportunity to exhibit such behaviors,
estimate the future likelihood of these behaviors by administering various
types of assessments. The more closely an assessment simulates actual job
behaviors, the better the prediction.
ASSESSING AND
DOCUMENTING VALIDITY

Three strategies can be used to determine the validity of a selection method. The
following section lists and discusses these strategies:

1. Content-oriented strategy: Demonstrates that the company followed

proper procedures in the development and use of its selection devices.
2. Criterion-related strategy: Provides statistical evidence showing a
relationship between applicant selection scores and subsequent job
performance levels.
3. Validity generalization strategy: Demonstrates that other companies have
already established the validity of the selection practice.

When using a content-oriented strategy to document validity, a firm gathers

evidence that it followed appropriate procedures in developing its selection
program. The evidence should show that the selection devices were properly
designed and were accurate measures of the worker requirements. Most
importantly, the employer must demonstrate that the selection devices were
chosen on the basis of an acceptable job analysis and that they measured a
representative sample of the KSAs identified. The sole use of a content-oriented
strategy for demonstrating validity is most appropriate for selection devices that
directly assess job behavior. For example, one could safely infer that a candidate
who performs well on a properly-developed typing test would type well on the job
because the test directly measures the actual behavior required on the job.
However, when the connection between the selection device and job behavior is
less direct, content-oriented evidence alone is insufficient. Consider, for example,
an item found on a civil service exam for police officers: "In the Northern
Hemisphere, what direction does water circulate when going down the drain?"
The aim of the question is to measure mental alertness, which is an important
trait for good police officers. However, can one really be sure that the ability to
answer this question is a measure of mental alertness? Perhaps, but the
inferential leap is a rather large one.
When employers must make such large inferential leaps, a content-oriented
strategy, by itself, is insufficient to document validity; some other strategy is
needed. This is where a criterion-related strategy comes into play. When a firm
uses this strategy, it attempts to demonstrate statistically that someone who does
well on a selection instrument is more likely to be a good job performer than
someone who does poorly on the selection instrument. To gather criterion-
related evidence, the HR professional needs to collect two pieces of information
on each person: a predictor score and a criterion score.

• Predictor scores represent how well the individual fared during the
selection process as indicated by a test score, an interview rating, or an
overall selection score.
• Criterion scores represent the job performance level achieved by the
individual and are usually based on supervisor evaluations.

Validity is calculated by statistically correlating predictor scores with criterion

scores (statistical formulas for computing correlation can be found in most
introductory statistical texts). This correlation coefficient (designated as r ) is
called a validity coefficient. To be considered valid, r must be statistically
significant and its magnitude must be sufficiently large to be of practical value.
When a suitable correlation is obtained ( r > 0.3, as a rule of thumb), the firm can
conclude that the inferences made during the selection process have been
confirmed. That is, it can conclude that, in general, applicants who score well
during selection turn out to be good performers, while those who do not score as
well become poor performers.

A criterion-related validation study may be conducted in one of two ways: a

predictive validation study or a concurrent validation study. The two approaches
differ primarily in terms of the individuals assessed. In a predictive validation
study, information is gathered on actual job applicants; in a concurrent study,
current employees are used. The steps to each approach are shown in Exhibit 3.
Concurrent studies are more commonly used than predictive ones because they
can be conducted more quickly; the assessed individuals are already on the job
and performance measures can thus be more quickly obtained. (In a predictive
study, the criterion scores cannot be gathered until the applicants have been
hired and have been on the job for several months.) Although concurrent validity
studies have certain disadvantages compared to predictive ones, available
research indicates that the two types of studies seem to yield approximately the
same results.

Up to this point, our discussion has assumed that an employer needs to validate
each of its selection practices. But what if it is using a selection device that has
been used and properly validated by other companies? Can it rely on that validity
evidence and thus avoid having to conduct its own study? The answer is yes. It
can do so by using a validity generalization strategy. Validity generalization is
established by demonstrating that a selection device has been consistently found
to be valid in many other similar settings. An impressive amount of evidence
points to the validity generalization of many specific devices. For example, some
mental aptitude tests have been found to be valid predictors for nearly all jobs
and thus can be justified without performing a new validation study to
demonstrate job relatedness. To use validity generalization evidence, an
organization must present the following data:

• Studies summarizing a selection measure's validity for similar jobs in

other settings.
• Data showing the similarity between the jobs for which the validity
evidence is reported and the job in the new employment setting.
• Data showing the similarity between the selection measures in the other
studies composing the validity evidence and those measures to be used in
the new employment setting.
MAKING A FINAL SELECTION

The extensiveness and complexity of selection processes vary greatly depending

on factors such as the nature of the job, the number of applicants for each
opening, and the size of the organization. A typical way of applying selection
methods to a large number of applicants for a job requiring relatively high levels
of KSAs would be the following:

1. Use application blanks, resumes, and short interviews to determine which

job applicants meet the minimum requirements for the job. If the number
of applicants is not too large, the information provided by applicants can
be verified with reference and/or background checks.
2. Use extensive interviews and appropriate testing to determine which of the
minimally qualified job candidates have the highest degree of the KSAs
required by the job.
3. Make contingent offers to one or more job finalists as identified by Step 2.
Job offers may be contingent upon successful completion of a drug test or
other forms of back-ground checks. General medical exams can only be
given after a contingent offer is made.

One viable strategy for arriving at a sound selection decision is to first evaluate
the applicants on each individual attribute needed for the job. That is, at the
conclusion of the selection process, each applicant could be rated on a scale (say,
from one to five) for each important attribute based on all the information
collected during the selection process. For example, one could arrive at an overall
rating of a candidate's dependability by combining information derived from
references, interviews, and tests that relate to this attribute.

Exhibit 3
Steps in the Predictive and Concurrent Validation
Processes

Predictive Validation
 1. Perform a job analysis to identify needed competencies.
2. Develop/choose selection procedures to assess needed
competencies.
3. Administer the selection procedures to a group of applicants.
4. Randomly select applicants or select all applicants.
5. Obtain measures of the job performance for the applicant after
they have been employed for a sufficient amount of time. For
most jobs, this would be six months to a year.
6. Correlate job performance scores of this group with the scores
they received on the selection procedures.

Concurrent Validation

• 1 and 2. These steps are identical to those taken in a predictive

validation study.
• 3. Administer the selection procedures to a representative
group of job incumbents.
• 4. Obtain measures of the current job performance level of the
job incumbents who have been assessed in step 3.
• 5. Identical to step 6 in a predictive study.

Decision-making is often facilitated by statistically combining applicants' ratings

on different attributes to form a ranking or rating of each applicant. The
applicant with the highest score is then selected. This approach is appropriate
when a compensatory model is operating, that is, when it is correct to assume
that a high score on one attribute can compensate for a low score on another. For
example, a baseball player may compensate for a lack of power in hitting by being
a fast base runner.

In some selection situations, however, proficiency in one area cannot compensate

for deficiencies in another. When such a non-compensatory model is operating, a
deficiency in any one area would eliminate the candidate from further
consideration. Lack of honesty or an inability to get along with people, for
example, may serve to eliminate candidates for some jobs, regardless of their
other abilities.

When a non-compensatory model is operating, the "successive hurdles" approach

may be most appropriate. Under this approach, candidates are eliminated during
various stages of the selection process as their non-compensable deficiencies are
discovered. For example, some applicants may be eliminated during the first
stage if they do not meet the minimum education and experience requirements.
Additional candidates may be eliminated at later points after failing a drug test or
honesty test or after demonstrating poor interpersonal skills during an interview.
The use of successive hurdles lowers selection costs by requiring fewer
assessments to be made as the list of viable candidates shrinks.