KSAOs help better organize the thought process involved in hiring an individual for an open position. I think it can also be used when doing annual performance evaluations.
Using Ksao's and incumbent observations are all good Interviewing techniques. They will really help find the right person.
KSAOs are important and need to be studied most closely! Without them it would hard to nail down some of the stracutural components whether its training and interviewing.
A thorough and accurate job analysis will save you time by guiding the instructor hiring and training process.
I found that hiring our first instructor was the hardest because I did not have the ability to do incumbent interviews and observations. However moving forward I see it being incredibly valuable for hiring!
I've learned about using incumbent interviews as another layer of a job analysis and the importance of the entire hiring team understanding the deal breakers for the job.
Observing an incumbent is a great tip. I can certainly identify the characteristics of a good instructor. Translating these into KSAOs would be beneficial when developing a job description.
I never thought of using an incumbent along with an observation to gain a sense of what makes a good instructors. If you have owrked in education for a period of time, you may have experienced a "good" hire and a "bad" hire. The KSAO's are a great way to incorporate during the interviewing process.
It is critical to consider the knowledge, skills, attributes and other qualifications of prospective applicants. It is also best practice to have the same set of questions for applicants. Therefore, you are comparing applicants on the same scale. I also like to observe applicants teaching a lesson to get an idea about their teaching skills and abilities.
Job analysis is very important in finding the correct talents for your instituation. Have a clear description of expectations is essential for all departments within the organization. Looking forward to applying such points.
Job analysis is integral in developing a job description that align to the need of the business unit/department. It is important to use observations and interviews in crafting the role description within the department.
I think that using incumbent interviews and observations to develop a job analysis is a great idea. Why wouldn't you want to find an faculty member who has the same qualities as your best instructors.
