Creating Job Targets Flashcards
7 cards from real PI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Creating Job Targets flashcards as text
A company is using the same Job Target for two roles with identical titles but in very different departments. What risk does this practice create?
Answer: It may misidentify candidates because two similarly titled roles can have very different behavioral demands
Roles with the same title in different departments often require distinct behavioral profiles; using one target for both can lead to poor hiring decisions by ignoring contextual differences.
When reviewing a Job Target for potential adverse impact, what should a practitioner be careful to verify?
Answer: That the behavioral requirements are genuinely linked to job performance and not arbitrary
To minimize adverse impact risk, Job Target requirements must be grounded in actual job-related behavioral needs, not assumptions or preferences unrelated to performance.
A practitioner is coaching a manager who insists the Job Target must exactly match their own PI pattern. What is the best response?
Answer: Explain that Job Targets should reflect the role's requirements, not a manager's personal preferences
Effective Job Targets are built from job requirements and stakeholder input about success criteria—not from replicating the hiring manager's personal behavioral pattern.
After onboarding a new hire who was a strong Job Target match, performance issues emerge six months later. What is the most likely explanation from a PI perspective?
Answer: Behavioral fit is necessary but not sufficient—cognitive ability, skills, or management quality may be contributing factors
PI Job Target fit predicts behavioral alignment, but performance also depends on cognitive ability, technical skills, training quality, and management—fit alone does not guarantee success.
A Job Target is set with a HIGH Patience score. Which of the following roles would this be LEAST appropriate for?
Answer: Crisis response team member who must shift priorities rapidly
High Patience targets steady, routine-oriented workers; a crisis response role demands urgency and rapid context-switching, which aligns with lower Patience.
Which action would MOST undermine the validity of a PI Job Target?
Answer: Creating the target by selecting the behavioral pattern of the worst performer and inverting it
Defining the target by inverting a poor performer's pattern is methodologically flawed because poor performance can result from many non-behavioral factors, producing an unreliable target.
A practitioner is training a new HR team member on PI Job Targets. Which statement BEST captures the relationship between a Job Target and PI's behavioral science?
Answer: Job Targets apply PI's behavioral framework to operationalize role-specific success into measurable behavioral dimensions
Job Targets operationalize PI's four behavioral dimensions (Dominance, Extraversion, Patience, Formality) into a role-specific benchmark that makes behavioral science actionable in hiring.