A case study of job analysis and its positive impact on behavioral structured interview

Following a Functional Job Analysis methodology in which job duties and job specifications were initially identified, key Knowledge, Skills, Abilities and Other Attributes (KSAO's) were extracted from critical statements using task statements and task inventory for a Canadian National Occupational job classification requisite position. The KSAO's were further differentiated on the basis of Tasks, Context and Counter-productive behavioral components. A Performance Appraisal tool was developed based on an Absolute Rating System using Graphical Rating Scalesaligned to the Knowledge, Skills, Abilities and Other Attributes derived from job analysis. For testing and screening of candidates, a Behavioral Description Interview tool was developed based on the behavioral structured interview tool developed on the basis of the job analysis. This was a Structured Interviewthat consisted of a standardized set of job-related questions based on KSAO's identified, complete with Probes and a scoring guide. This case study research studies the alignment between Job Analysis conducted and the KSAO's derived used on a PM tool that are aligned with the Behavioral Interview Questionnaire developed for a Customer Care position for a multinational company