Page "Industrial and organizational psychology" Paragraph 37

I – O psychologists sometimes use quantitative and qualitative methods in concert.

For example, when constructing behaviorally-anchored rating scales ( BARS ), a job analyst may use qualitative methods, such as critical incidents interviews and focus groups to collect data bearing on performance.

Then the analyst would have SMEs rate those examples on a Likert scale and compute inter-rater agreement statistics to judge the adequacy of each item.

Each potential item would additionally be correlated with an external criterion in order to evaluate its usefulness if it were to be selected to be included in a BARS metric.