There follows a Role Analysis Case Study: a US bank had two specific requirements: ensuring a representative sample by samplying sufficiently high number of people per role. Interviewees were mainly high performers; sampled across both urban and rural branches; with their offices scattered right across the U.S.
1) Telephone-based interviews
Firstly, these formed a large part of the job analysis research. The advantages of using a telephone-based approach was that a standard template could be created with a script to adhere to whilst also allowing some follow-up question flexibility.
2) Visionary interviews
Secondly, these were run on a more select basis with a range of senior managers (within each job role). A scripted template ensured that all psychologists asked the standard set of questions. Face-to-face visionary interviews were also arranged with the most senior personnel at some of the focus group sites.
3) Focus groups
Thirdly, these were conducted in several American States, situated in Central, Eastern and Western time zones. A semi-structured focus group format represented the most suitable job analysis technique to use. Six participants, drawn from each job role, were invited to attend each role-specific focus group session.
4) Role survey
In addition, a role survey was created based on the bank’s competency framework, with two questions per competency. Survey results were also used to inform the item writing process. The final 5-10 minute survey had two banks of questions with the stems:
- How important do you do each of the following on a daily basis?
- How important are the following to your job?
Example job analysis briefings
Candidate Experience Briefing
A separate briefing detailed the client style and language (US English) needs. The main aims from a “Candidate Experience” perspectives included:
- Reflecting the company brand
- Engaging job applicants
- Providing some elements of a realistic job preview
- Overall look and feel to be consistent
Focus Group Briefing
Firstly, focuses on how best to structure the upcoming focus group sessions. Secondly, a consideration of the outputs required. Thirdly, how individual consultants could best run their focus group sessions. The focus group aims were to confirm the role profile interview data; engender key stakeholder support for the blended assessment project (and any associated changes that the new tests required); and to complete a few final visionary interviews.