BCGInstitute: Serving the HR Community

A job analysis is critical to establishing the validity of a personnel selection test, interview, or other selection device. Often this involves conducting surveys, bringing together subject matter experts, and reviewing past job analyses or documentation.

I would be interested in hearing what other agencies do when they are faced with developing practices, procedures, or tests for job titles that are NEW to the organization and which currently have no incumbents. In this case there are no current SMEs and any supervisors who might be involved have no experience supervising the position. On a related note, some of the same problems may be faced when the position has very small numbers of SMEs.

What does your organization do to conduct a job analysis under such circumstances?