Statistics for Recruitment and Selection

Statistics For Job Analysis

The recruitment and selection process aims to select the required number of candidates for each position. Hence, job analysis is a pre-requisite for the recruitment and selection process as it helps define the work duties and employee competencies needed for that position. Job analysis is defined as “a purposeful, systematic process for collecting information on the important work-related aspects of a job” (Barrick, Field & Gatewood, 2011). The output of job analysis is normally divided into two components – job description or content of the job and job specification or the competencies (knowledge, skills and abilities) that are required to do the job. A candidate possessing the requisite job specifications is usually considered competent to do the job. Such a candidate is called a minimally-qualified candidate. A thorough job analysis should lead to the identification of relevant work behaviors and relevant competencies for performing the work behaviors.

There are no universally valid techniques to objectively identify relevant work behaviors and personal competencies. Hence, subject matter experts (SMEs) are usually consulted while performing a job analysis. As the job specifications establish the guidelines for selecting candidates they must be possessed by the candidate at the time of hiring. Certain rules of thumb for deciding upon the inclusion of work behaviors and competencies that have identified in a job analysis are mentioned below.