Mol, S.T. (2013, October). Job Knowledge Based Personnel Selection & The Center of Job knowledge Research. Presented at the 8th Dutch-Flemish Research Meeting on Personnel Recruitment

8th Dutch-Flemish Research Meeting on Personnel Recruitment and SelectionOctober 18,2013

Job Knowledge Based Personnel Selection & The Center of Job knowledge Research

Stefan Mol

CriterionRelatedValidity

ContentRelatedValidity

ConstructRelatedValidity




Job Knowledge


“…people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001).

GMA Job knowledge Job Performance

“Validity is nearly twice as high for job specific tests than for of the-shelf tests. In fact, the levels for locally developed tests appear to rival those of general ability tests” (Dye, Reck & McDaniel, 1993,p. 156).

ρ=.62, k =59, N=3965

Job Knowledge CriterionRelatedValidity

GMA Job knowledge Job Performance

“Content-related evidence of validity has traditionally involved … rational examination of the manner in which the performance domain is sampled by the predictor” (Binning & Barrett, 1989, p. 482).



Job knowledge: According to the APA publication manual which statistics do you need to report in a regression analysis table?

GMA: How smart do you need to be to publish an article?



Job Knowledge

“construct validation and theory development imply the same basic process….” “If it can be shown that a test measures a specific construct … that has been determined to be critical for job performance…, then inferences about job performance from test scores are by logical implication justified” (Binning and Barrett, 1989, p.487, p. 480







Job Performance Specificity

1 2 43 65 87 9

Substantiation

Job Knowledge Specificity

124 36 58 79

Unequivocally Job Specific (albeit more portable for more related occupations)Undeniably Job General

Job Specific – Job General

Job Knowledge

Job Performanc

eGMA

Education

Center of Job Knowledge Research

• Why CJKR? Because job knowledge…• Is among the most important yet least understood individual

level drivers of the knowledge economy• Is imperative to successfully match people to jobs but largely

neglected in personnel selection research• Is an ultimate outcome against which both education and

training must be evaluated• Is a means to ensure public spending on education enhances

graduates’ opportunities, fit, and accomplishment on the labor market

www.jobknowledge.eu

http://www.jobknowledge.eu/

A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analystswww.ontohr.eu

http://www.ontohr.eu/

Transfer of innovation: Development of job knowledge test and training platform for nurseswww.med-assess.eu

http://www.med-assess.eu/

OntoTech

Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development

UvAInform

Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012).

Internal UvA project aimed at the pan-university development of an educational data informed goal setting interface.

• GITP• Randstad Holding• ECORYS• Aristotle University of Thessaloniki (AUT)• Central European Labour Studies Institute (CELSI)• Corvinus University of Budapest (CUB)• Ericsson• European Distance and E-Learning Network (EDEN)• European Foundation for the Improvement of Living and Working Conditions

(EUROFOUND)• Labour Asociados• Netpositive• University of Alicante (UAL)• Wageindicator

Development of Job Knowledge Tests: Implications

• Focus on idiosyncratic job knowledge requirements– Requires use of inductive, interpretive research

methods or BIG data• Implications for status and acceptance of such

research within the personnel psychology community

Job Knowledge as Matchmaker

• Connecting:– HRM, eLearning, Knowledge Management, Labour

Economics (foster collaboration)– Academia and industry (Science and practice)– Employees and workplaces (Enhanced Matching)– Policy and Education (Training) – Government and Labor Market (Needs analysis)

Stakeholders

• Policy makers• Educators• Selection experts• Job Applicants• Job incumbents• Jobless• Immigrants• Older workers• Selection Theorists