Selection and Job Analysis

Question 1

Job Analysis

Answer 1

Systematic approach to identifying the subcomponents of a task and the skills, knowledge and attributes required to complete it.

Question 2

Stages of Job Analysis

Answer 2

Description - what the job is
Specification - what KSA’s are needed
Analysis - analyse tools, equipment, description, specifications and other characteristics.

Question 3

Worker-oriented Job Analysis

Answer 3

Focus on behaviour, skills and abilities needed to perform at a high level. Use interviews, observations and case studies.

Question 4

Job-oriented Job Analysis

Answer 4

Focus on what is needed to achieve the desired outcomes. Use surveys and questionnaires.

Question 5

Selection

Answer 5

Gathering data about applicants in order to determine their suitability for a role and find the best person for the job.

Question 6

Selection Criteria

Answer 6

Aspects applicants need to need in order to be considered for a role. Eg qualifications.

Question 7

Selection Methods

Answer 7

Interview, application forms, reference/background checks, psychometric tests, assessment centres.

Question 8

Interviews

Answer 8

Widely used but interviewers need to be aware of possible biases (eg Halo Effect) and nerves of the applicant. Vary in predictability depending on the type.

Question 9

Types of Interviews

Answer 9

Unstructured, structured, behavioural/situational and psychological.

Question 10

Halo Effect

Answer 10

Framing an overall positive opinion of someone based on one characteristic. (Opposite in the Devil Effect)

Question 11

Psychometric Tests

Answer 11

Test intelligence, psychomotor skills, aptitude, cognitive abilities and knowledge of an area. Include questionnaires, tests and work-samples. Tests must be valid, reliable and have utility.