Section Fourof subject matter experts review the test items in order to
determine that the test covers the domain of the subject. All
three forms of validity can be used to defend the use of tests
when selection decisions are appealed. There are other forms
of validity and reliability that are relevant for test developers
and testing specialists; however, the details of these are
beyond the purposes of this discussion.
Job Analysis
Job analysis provides the foundation for good selection by
identifying the knowledge, skills, abilities, and other
requirements (KSAs) necessary to perform the job. Knowledge
of the KSAs is necessary before selection can begin. Traditional
job analysis identifies the tasks that make up a job, and these
tasks form the basis for job descriptions. There are two
approaches for collecting information for job analysis:
interviews of job incumbents and their supervisors and the use
of task inventory questionnaires. A system is available for job
analysis in the form of the Position Analysis Questionnaire
(PAQ). The PAQ is a highly sophisticated job analysis
questionnaire consisting of 195 items that can be used to
collect information about jobs in a highly organized and
quantitative form. The PAQ has been used to develop
compensation structures that reflect greater contribution for
jobs that are more demanding. Nontraditional forms of job