Final answer:
Yes, managers use job analysis to develop selection criteria, which informs the assessment of candidates' KSAs. However, biases can influence hiring decisions despite the job analysis. Industrial psychologists help create accurate job analyses to mitigate biases.
Step-by-step explanation:
It is true that managers most commonly use job analysis to develop selection criteria. The accuracy and reliability of a job analysis can differ based on the source of the information used. Task-oriented job analysis details the tasks to be performed, while worker-oriented job analysis, also called job specification, focuses on the required Knowledge, Skills, and Abilities (KSAs). Although direct observations, surveys, and interviews can collect information for job analysis, they may not always be reliable. For instance, job analyses based on current job holders' descriptions have been found less reliable according to Dierdorff & Wilson (2003).
Selection criteria often stem from job analyses, which inform interviewing questions and assessments to evaluate candidates' KSAs. Nonetheless, other factors, such as bias in favor of certain candidates due to subconscious associations or physical attractiveness, might influence hiring decisions despite the job analysis. Therefore, while job analysis serves as a critical tool for creating selection criteria, it is not the only factor in hiring decisions. Industrial psychologists can assist organizations in creating a robust job analysis that minimizes biases and improves the selection process.