How do we determine the job dimensions and KSAOs for each position at our company?

We utilize consultants and subject matter experts (SME) to conduct a job analysis with our current employees at DB Creative. Together, we develop a list of job dimensions and KSAOs (Knowledge, Skills, Abilities, and Other Characteristics) that are needed to perform a specific job at our firm.

Utilizing this “committee based” approach, we lean into the Ammerman Technique, which is a job analysis method in which job experts identify the objectives and standards to be met by the ideal worker. We then look to create a Task Analysis to rank the frequency and importance pf each task for which employees need to be trained. We also rank competencies (KSAOs) on frequency and importance as it is related to the specific job requirements.

**We do not utilize standard job analysis instruments such as the PAQ because it lacks the nuance needed for our firm.

How do we determine the compensable job factors and determine the salary range?

We then look at three criteria to evaluate and determine the fair pay for any position.

We look at the level of responsibility and complexity of the position, the applicant’s education level and awarded degree(s), and we look at the level of experience that the applicant brings to his/her role.

We determine the level for each composable factor listed above and determine the factor weights and our job evaluation committee assigns points to each level.

Example:

Education (200 points possible)- broken down to units of 40 (200/5=40)

High school diploma or less = 40

Two years of college = 80

Bachelor’s degree = 120

Master’s Degree= 160

PHD= 200

To calculate the pay equity across positions, we utilize the below formula:

Ŷn = bxn + a

We then examine the wage trend we see from the above information and utilize salary surveys form other organization to decide where we want to land in relation to eh compensation policies of other organizations (market position), (Aamondt, 69)

We welcome online submissions for all open positions. We will review your resume and cover letter, and if your resume fits our needs, we will contact you. Please do not attach a photo. We utilize Performance, Tenure, and Training Proficiency as the categories for Criterion/ Selection Techniques.

1. Performance: Work Samples and Structured Interviews

2. Tenure: References

3. Training Proficiency: Education Level

   Individual Validity of Criterion (all are the corrected validity)

   Work Sample= .39

   Structured Interviews= .57

   References= .29

   Education Level= .20

   Utilizing the Signal Noise Formula,

   Sn = Sr / (Sr + [N / n])

   Sn is the combined coefficients for n (number of selection methods), Sr is the average criterion validity coefficient of selection methods, N is 1 - Sr, and n is the number of selection methods.

   Sr= 0.3625

   N= 1 - 0.3625 = 0.6375

   n= 4

   Step 1

   Sn= 0.3625 / (0.3625 + [0.6375/4])

   Step 2

   Sn= 0.3625/ 0.5219

   Combined Criterion Validity Coeficient:

   Sn= 0.69

   How are structured and unstructured interviews considered in the design of your hiring process?

Structured interviews are part of our Combined Criterion Validity Coefficient. We do not utilize unstructured interviews. Because we utilize social media and video editing software (instagram, TikTok, Facebook, CapCut, etc.), it is essential that all employees have working knowledge of these applications. We will begin the interview process with a 30 minute online standardized skills level test to gauge your skill level of these platforms.

Applicants who receive acceptable scores on the standardized test will move to the next step in the interview process where a more qualitative assessment (again, structured) will take place. Even though we work on our computers and phones a lot, we are in the business of people and ideas! We aim to get to know you and learn about your potential at DB Creative during this next step. We aim to hire the most suited for each position.

During our structured interview, we use

Clarifiers in which we clarify any information on the applicants resume that is in questions.

Skill Level Determiner to tap applicant’s knowledge and skill level of software programs.

Situational Questions were we present applicants with a series of situations and ask how he/she would handle each one.

For the Situational Questions, we utilize Benchmark Answers which are standard answers and the quality of which has been agreed on. by job experts.

Because there is nuance in situational questions and their corresponding benchmark answers, we also utilize the Key-Issues Approach which provides points for each part of an answer that matches the scoring key. Additionally, “When scoring interviews, it is approbate to have a system to evaluate an applicants nonverbal cues, especially when the job involves interpersonal skills,”(Aadmont, 146).

How does DB Creative reduce bias in the interview process?

We are a creative agency, and we welcome all types of people as applicants! However, because we work with social media and marketing tools, a knowledge of content creation, video editing software, and the social media landscape is a necessary requirement. We also work mostly in the fashion and entertainment sectors, so solid experience and networks in these industries is preferred. These are job factors that we feel are needed in order to perform any job at DB Creative well.

All job requirements for each position have been carefully selected by subject matter experts and have been 1.) found to be needed to perform the job 2.) are formally identified and ammoniated prior to the start of the selection process, and 3.) they are consistently applied (Adamant, 95).

To demonstrate our commitment to job relatedness, we utilize valid testing procedures for our job related skills analysis (video editing software proficiency).

How is adverse impact considered in the design of DB Creative’s hiring process and how is its impact minimized? How do we balance utility and adverse impact?

"Members of historically marginalized groups often face unequal task assignment, experience sterotypes influencing their roles, and encounters her barriers that limit their ability to perform work equably. These inequities mot only reinforce systemic biases but also hinder organizational goals for fairness and inclusivity,” (Hoover, Rattan, Wonders, 2025).

At DB Creative, we look to consider the demographics of New York City (where our firm is based) and vow to employ qualified candidates regardless of race, gender, religion, or any other characteristic of a protected class. We enact the four fifths rule in our employment so that we can confidently say that we aim to provide opportunity for all qualified candidates. if adverse impact is found through our hiring process evaluations, we will implement change and alter our processes.

While we do include education level as one of the four criterion for applicants, and this specific criterion may result in adverse impact due to socio-economic factors and accessibility to higher education, we aim to balance this with our skill level determiner (job related software knowledge) and situational questions which can help us understand an applicant’s willingness and ability to learn as we do provide ongoing educational trainings.