Job Analysis

To begin an effective recruiting process, requires an organization to engage in extensive research and analysis. As examples, the organization must answer at least two important questions.

• What role will an incumbent play in helping to create effective outcomes related to organizational mission? 
• What knowledge and skills must someone possess to perform that role effectively?

Incumbents at every level within an organizational hierarchy represent a mosaic of knowledge and skills defining a variety of “jobs”. Many skills, for example, are shared by many apparently unrelated jobs. For example, what types of skills might a surgeon and admissions clerk share in a hospital? In order to perform their roles well they must both be skilled in communicating effectively. In this respect clearly articulating a message, actively listening, expressing empathy are all elements in this skill set. That doesn’t mean that the admissions clerk, even if having mastered the communications skill set, is qualified to perform surgery, nor that the surgeon is sufficiently patient to conduct in-take in an emergency room.

Therefore, two processes that precede the ability to recruit job candidates are:

• To engage in job analysis; and, 
• Identify discrete combinations of skills and abilities that represent a “job description”.

Job Analysis

The reading in the text provides a comprehensive discussion of the various ways in which organizations can engage in job analysis. According to the text, analysis is, “the process of getting detailed information about jobs”. In some cases we analyze jobs as we create new positions within a company. In other cases we will periodically reassess existing jobs, understanding that within existing roles, there may be shifting responsibilities that require different skills and/or knowledge to appropriately perform.