Literature review based on the most recent job analysis research.
The use of psychometric test tools in personnel selection remains the subject of much interest and discussion. In recent years, psychometric test tools have increased in popularity as well as usage. However, research has indicated substantial gaps between actual and best practice (Carless, 2009; Fisher et al., 2020; Rynes et al., 2002), which calls for a much-needed attention on how psychometric test tools are used in recruitment rather than merely why tests are used (which is the topic of our previous whitepaper, Why Testing Matters).
Obviously, best practice in selection and recruitment is quite broad, tapping into aspects of both job clarification, validity of selection methods, assessment, evaluation, fairness, bias, etc. However, the present paper focuses on the earliest stage of any recruitment process, which is the job clarification – also known as a job or work task analysis.
The current whitepaper provides a literature review of research in how and why a job analysis should be used in the recruitment process to guide the choice of selection methods, assessments, evaluations, and decisions.
