Predictors Paper sample essay

I had tons of ideas about employment and the hiring process. Initially, I thought it was a matter of impressing your interviewer or maybe, finding the right words to say at the right moment, or having someone to back you up during an interview, that’ll work; only to find out how tedious a process it can be – starting from the specific description or set of KSAO’s mentioned in a job posting, through the selection process and up to the closing of the job vacancy.

I chose the job opening for a “janitor” ( to start my assessment. I think janitors are one of the few workers unnoticed and silent of what they can offer to the school or institution, but remains, efficient in what they are expected to do. Amongst the many KSAOs indicated, I think it is essential for a candidate to:

First, have the value of diligence, integrity and relational. Primarily, any institution should be able to offer a safe and secure environment for its members. It must carefully choose its staff – specially the janitors who are seen almost everywhere and have access to almost all the rooms in the building as well as various equipment in line with his work.

Diligence offers security for the employer, that they are getting their money’s worth for the person that they’ll hire. Integrity accounts for assurance that the candidate’s personal inhibitions and principles should not interfere or conflict with the institution’s goals and objectives and at the same time, accounts for the commitment of the candidate to provide the service required of him. He must also be also be relational so that the candidate is immersed in a friendly environment, both to his superiors, co-employees or the simply, the people around him.

Next to the candidate’s values, is the person’s skills and abilities. Being a janitor means having to work with equipment, thus he should be familiar with the tools he will use, have the trunk and static strength to use them and the verbal ability to suggest measures to improve, select or maintain these tools.

I think the predictor most applicable for all of the key KSAOs mentioned is interview. Individual differences is both a benefit and a cost, for it means having to understand each person’s KSAOs and estimating the candidate’s likeliness to be successful in a job. Measuring and putting a rank based on individual differences seems unfair but it is simply logical and practical.

Literacy is not a requirement in this job and I do not think it is fair to discriminate other people’s inability to read or write in the selection process. One’s ability to read or write cannot dictate or present “evidence” of the values required of the candidate. A structured and unstructured interview is able to attest one’s values, skills and abilities through a formal and informal means as this allows a person to speak, listen, assess, reason and at the same time, follow – which are all also measurements of the job’s KSAO in a manner of speaking.

While this is the most applicable predictor, it may not the best and only predictor for the KSAOs mentioned. As pointed out, interviews may be subjected to biases, no matter how objective the questionnaire or interviewer is. If however, the selection process is mixed with other predictors such as Biographical Information and Biodata and Substance Abuse Testing, discriminating the best candidate is going to be more reliable and valid.

Biographical Information and Biodata can be conducted prior to the interview and the results of that can be affirmed by the results of the interview. Substance Abuse Testing, can affirm one’s likeliness to work and continue working in an institution. If this is the flow I am imagining, you might ask why I didn’t choose Biographical Information and Biodata as the first predictor to assess the KSAOs for this job. This is because Biographical Information and Biodata is initially general information.

I think it will be inappropriate to interview anyone without getting those general information. This indicator alone, on the other hand, does not measure the KSAOs I’ve chosen. And as I have mentioned earlier, it discriminates people who are unable to read or write when literacy is not a KSAO for this job. I also need to point out that since janitorial jobs is an everyday task, it is important to make sure that the candidate is not into drugs or a specific illness. That is why I added the Substance Abuse Testing as an indicator.

Comparing this to another job opening may not be suitable because each job has various KSAOs or forms of measurement. On the other hand, as part of the requirement, I chose the beauty stylist ( as the other job to compare the predictors with. In a manner of speaking, yes, the same predictors can be used. But I don’t think it will be effective. I think the most important KSAO for beauty stylists is his knowledge, then his abilities and then, his values. It is crucial for a beauty stylist to know the right amount of solution to use let’s say for hair dye, otherwise, the customer’s hair is at stake.

It may appear funny – that hair is at stake, but I believe that this requires proper training and expertise. That’s what customers pay for, and that’s what they should get. So for employers, I think it is more appropriate to use psychological tests to discriminate a job candidate. Interview may come secondary and then maybe, work samples. Having said that, then I can say that first and foremost in a hiring process, it is important to specify or be clear with the KSAOs required for a particular position because only when this is clear can one assess the best predictor for the job.

I also think that apart for predictors, the next step after the closing of a job vacancy is proper orientation and/or on-the-job training. This is beyond the scope of this assignment but I feel that predictors help you discriminate a person for a job – it does not necessarily mean that it equates getting the person you want because each person’s criteria – no matter how objective, will always have its own sets of biases. Thus, predictors are no different from school scores/grades – it can measure knowledge or ability but not success.