Person-Oriented Job Analysis: Criminal Profiling

Job Analysis Job analysis is a systematic process used to describe a job and the individual attributes needed to perform that job (Spector, 2012). There are two different approaches to a job analysis: job-oriented and person-oriented. Job-oriented analysis focuses on the tasks that are part of the daily routine for the job in question. It also gives details of the characteristics for the given job (Spector, 2012). The person-oriented approach describes the characteristics an individual must have in order to qualify for a certain job. These characteristics are typically organized into knowledge, skills, and abilities, which mainly focuses on job performance (Spector, 2012). Person-oriented job analysis also takes into consideration other characteristics that are not covered by the main three listed above. Both approaches to job analysis help to give a clear look at what a job entails and what the employer expects of the prospective employee.
Person-Oriented Job Analysis: Criminal Profiling I have always been fascinated with the field of psychology. What drives a person to act a certain way? More specifically, what drives a person to commit criminal acts? I know that criminal profiling isn’t what they make it out to be on television, but after taking a few criminology courses I was completely hooked on the idea of
Developing the details of the job through the use of job-oriented analysis is important in order to determine what tasks are expected of that particular job. However, in order to find the right person to be a criminal profiler, a person-oriented job analysis is most important. This analysis allows the employer to really examine the knowledge, skills, and abilities that an individual possesses that will help them succeed at the job. Determining the qualifications that an individual requires is what will assist the employer in finding the perfect