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If the casual conversation brings up information about the candidate that is not job - related, the nd�da to may feel that this information was used to judge him/her unfairly} his an alternative, ca . . the candidate general information about the MFG . some resource arsons suggested giving � shin the inUMew, This would give the applicant a chance to get used to the before actually � . inwMew panel without vin g the apipmance that the candidate would be judged on fates unrelated to the Firefighter position. Revisions Based on Suggestions by Dr. Banks As dready ijuenfioned4 Dr. Banks was hired to review the development of the interview and to suggest ways to 0 m ve the interview. while he reviewed the job analysis phase of the • * with the identification of target - characteristics, development of interview �t� we proceeded anent of ratio scales, We would have preferred tD gait for . Banks 9 questions, and develop � al sis before with development of the interview but eject crA que of the ,-ob any g deadlines made this impossible. we also felt quite comfortable p ceeding on the basis of the fob analysis results because the data was quite stable and quite comprehensive,* After reviewing the job anal sis procedures, Dr. Banks suggested analyzing the KSAO separately for d ffmnt subgroups (e.g., whitest no @ ties, males, fen�ales). He analysis insults sep y t different subgroups may have somewhat different dews of the KSAOs expressed concern that required in the entry -level Firefighter position-0 ui lines on Employee Selection Procedures (1978) do not mention the The �Tn��rr� � f anal job descri tion information separately for various rac ethic need or desirab�ty � yg p groups or by nor does The Job Anatysis Handbook for Business, Industry, and overn- menr (Gael, 1988) . One reason for this is that if differences emerge, one might necessarily conclude that the job differs according to pace or gender (or other protected class). 57