... therefore facilitate the prediction of future job performance. Analytical focus remains for the most part on designing reliable measurements for psychological constructs such as: general ability, numeracy, verbal or spatial ability, personality or motivation (Ramsay and Scholarious, 1999). The power nexus of selection is considered to be held by the organisation which is primarily looking for a person-job fit. In practice a systematic job analysis is conducted in order to establish what skills are necessary to fulfil the position. This then enables a person specification to be drawn up containing a full, comprehensive description of skills, knowledge etc being sought. From this job specification, the candidate with the most appropriately matched skills from the selection procedures will be chosen. #talk about reliability, validity, equity and utility!!!!!# The main strength of this paradigm is that it claims to select applicants solely on the basis of their ability, ensuring that only job relevant ...

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