Respond by Day 5 to at least one of your colleagues’ postings in one or more of the following ways:

• Ask a probing question.
• Share an insight from having read your colleague’s posting.
• Offer and support an opinion.
• Validate an idea with your own experience.
• Make a suggestion.
• Expand on your colleague’s posting.

Classmate’s Post:

“Per the Uniform Guidelines (1978), a job analysis is essential in order to identify the content of a job and to capture the appropriate work behaviors, necessary tasks, identify relevant knowledge and skills and to create operational definitions for all associated terms. By utilizing the job analysis in the creation of or selection of tests utilized in the selection process, the employer can be more confident that the selected candidate will be an appropriate fit. An effective job analysis can also ensure that the organization will be protected from certain potential complaints or missteps than can present themselves during the hiring/promotion process.

One rather obvious repercussion of utilizing tests that are not linked to the job analysis is that the selected candidate will not be the best candidate who can most effectively perform in the job. For example, part of the job analysis process includes the identifying of the necessary worker characteristics for the position (Russell, & Peterson, 2007). If the chosen test or assessment is not linked to a job analysis, it is likely that the chosen test will not be the most accurate assessment of what characteristics are needed for the job. If selected tests are not linked with a job analysis, the organization will be impacted by having employees who are likely not the best fit for their positions, as they were chosen based on the results of more arbitrary measures vs. being selected based on measures that are relevant to the job.

Failure to utilize tests that are linked to job analysis could also result in legal ramifications for the organization. Conducting a job analysis serves as an objective measure of the knowledge, skills and competencies necessary for the job. Without this foundation, organizations can open themselves up to being accused of participating in practices resulting in disparate or adverse impact against certain groups. This can then lead to litigation, and the challenging of the content validity of the selection measures used by the organization (Borden & Sharf, 2007). Testing that is linked to job analysis will serve as support that the job criteria and selection methods/procedures were fairly and objectively established.

Utilization of a testing process that is misaligned or not linked to a job analysis can have severe consequences for the organization. As discussed, there is the possibility that candidates, who are not the best fit for the job, will be chosen, and it also possible that the organization will open itself up to potential litigation. Both of these scenarios can have a negative impact on the bottom line of the company. Hiring or promoting of individuals that are not an appropriate fit can result in the company becoming less efficient, and customer service or production numbers may decline; while potential litigation will cost the company money and other resources. Both will adversely impact the reputation and the financial standing of the company.”

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