Identifying Hiring Tools

Identifying Hiring Tools Thus far, you have completed a job analysis and developed a job description. Now I want you to develop a strategy for collecting information about job applicants for the job you have been investigating this semester.  Step 1: Review your Task by KSA Matrix from your job analysis to identify the KSAs that are relevant to essential tasks Individuals possess differing levels of personal attributes. Different jobs require different patterns of individual differences. By measuring these individual differences, we can select people who have the necessary attributes to succeed at a job. Based on your job analysis, identify 3-5 KSAs necessary for performing the job in question. Only those KSAs that link strongly enough (that is, receive a linkage rating of at least 2 on the scale we used) to at least one job task can be considered to be job-related requirements. Only job-related requirements should be considered in selection-related activities. Step 2: Identify tools you can use to evaluate whether your job applicants have the relevant KSAs Describe how you would measure these KSAOs. That is, tell me how you would collect information from job applicants on their KSAOs.  The Mental Measurements Yearbook (available at may be helpful for sorting through existing measures. You DO NOT have to purchase information about the measure; but you can browse what is there to identify a tool that would be appropriate for the job and context.  Alternatively, you could describe how you would create your own measure. For example, describe how you might use biodata, situational judgment tests, or structured interviews to measure some relevant KSAOs.  If you decide to use your own measure: Describe why the tool you chose is appropriate for the job/context. Please provide 1-2 example items. For instance, if you decide to use an interview, then provide the interview questions you will use, and clearly state what KSAs you are assessing with your interview questions.

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