Job analysis investigates the tasks, duties, and skills required to succeed in a role. A thorough job analysis is the foundation for accurate job descriptions and predictive interview questions.
Jobs at different companies, even with the same job title, may mean other things or have a different constellation of required competencies. By skipping job analysis, the inaccurate job description may not resonate with viable candidates, and high interview ratings on nonessential questions may result in ineffective hiring decisions.
Hiring managers typically take ownership of job analyses in collaboration with other staff members and sometimes external subject matter experts.
Job analysis and job evaluation sometimes need clarification. Job evaluation is a process for establishing the appropriate pay rates.
Due to the fast pace of business and the urgent need for hiring, sometimes job analysis is skipped. However, job analysis makes it easier for a subject matter expert to identify all key competencies, making writing valid interview assessment questions much more straightforward.
Without a proper job analysis, job descriptions and interview questions get written that, on the surface, seem reasonable, but have a low predictive value in determining if a candidate will succeed at the job or result in a candidate pool that doesn’t match business needs.
Over time, organizations grow and change, as do technologies and business processes. As a result, the duties and skills expected of each specific job also evolve. Organizations support their hiring by staying up to date with job analysis, but there are many additional benefits. For example, job analysis improves the onboarding quality and ensures training materials remain relevant.
Job analysis helps inform the coaching and development needs of team members. Upon completing a job analysis, managers are often surprised at some of the must-have competencies uncovered and use these insights to provide more targeted learning materials.
Determining employee compensation packages, extra benefits, bonuses, and fixed and variable incentives relies on the clarity provided by the job analysis. After all, the position, job title, and responsibilities all play a role in determining the compensation package. Companies that clearly understand how staff can most impact their mission are in the best position to reward staff who are making an impact.
Clear work standards are the foundation of career ladders and progression frameworks and inclusion in growth opportunities. Without standards, managers may fall back on gut-level performance reviews against an unspecified rubric.
While a level matrix is not a required output of job analysis, the research process is a valuable input to standards.
Job analysis provides important details regarding an incumbent’s activities and responsibilities through a job description statement. It also outlines the knowledge and abilities needed for the position.
Before a candidate can get an offer, multiple candidates must get evaluated. How can you be sure that your assessment identifies the candidate with the competencies required to succeed in your organization?
