{"id":3984,"date":"2015-06-09T16:04:00","date_gmt":"2015-06-09T16:04:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=3984"},"modified":"2025-09-17T08:57:51","modified_gmt":"2025-09-17T08:57:51","slug":"how-to-conduct-a-job-analysis","status":"publish","type":"post","link":"https:\/\/talogy.com\/en\/blog\/how-to-conduct-a-job-analysis\/","title":{"rendered":"How to conduct a job analysis"},"content":{"rendered":"\n

The purpose of a job analysis <\/a> is to learn what\u2019s important for success in a specific job \u2013 what kind of knowledge, skills, abilities, traits, behaviors, etc. (also known as KSAOs<\/a>) are important for success in the role. Once we\u2019ve identified the competencies<\/a>, or the tasks important to successfully perform the job, we can determine how best to measure those. <\/p>\n\n\n\n

The data from a job analysis can help inform a myriad of things important in the employee life cycle: Job descriptions, selection criteria, interview guides, performance evaluation criteria, etc. Conducting a rigorous job analysis helps to bolster the legal defensibility<\/a> of the selection process that\u2019s created by demonstrating the job-relatedness of the KSAs measured. The steps involved in understanding how to conduct a job analysis can vary and be accomplished in different ways, but, below are pieces that may comprise a solid job analysis. <\/p>\n\n\n\n

Note that as you\u2019re collecting this data at each step, it\u2019s important to keep in mind the sample that you capture \u2013 whether through observations, meetings, surveys, etc. \u2013 is a representative sample of the population. For example, you don\u2019t want to only look at those on first shift, if the requirements of those on second shift are different, you\u2019d want to be sure to include them in the analyses. If there are multiple departments that fall under the job title you\u2019re analyzing, be sure to include the various departments, to the extent it\u2019s possible. It\u2019s also ideal to have the demographics of the sample you analyze be relatively proportionate to the distribution of those demographics in the current employee population.<\/p>\n\n\n\n

1) Gathering archival data<\/h2>\n\n\n\n

\n\nAn important first step is to collect any existing information where we can learn about what KSAs are important for success in the role. This could include job descriptions where the job requirements are listed (e.g., \u201chigh attention to detail\u201d). It may include reviewing any current competency modeling<\/a> that outlines the competencies important for success within the organization and this position. It could also include performance evaluation forms and criteria. This tells us the benchmark an employee\u2019s performance is being measured against (e.g., \u201cFollows safety procedures\u201d).\n\n<\/p>\n\n\n\n

2) Facility tour\/job observation<\/h2>\n\n\n\n

\n\nThis allows job analysts to observe what\u2019s happening on the job \u2013 the tasks being performed as part of the job (e.g., counting product to pack in boxes), the environment (e.g., hot, dusty), the extent to which they interact with others, etc. Of course, you need to use good judgment for this step. It makes sense to include this in the job analysis when the job is more entry level. In more professional level positions, it may not be as valuable to watch employees respond to emails or write reports.\n\n<\/p>\n\n\n\n

3) Focus groups with Job Content Experts (JCEs)<\/h2>\n\n\n\n

\n\nIn this step of the process an analyst would meet with those who know the job and the responsibilities of the position very well. This could include current, high performing employees and those who supervise the position. Generally, one or two analysts might meet with a group of 5 \u2013 8 JCEs, but the groups could also be much smaller or even be one-on-one interviews. During these meetings, as with the other steps in the process, the goal is to learn what it takes to be successful in the role. What tasks are being performed? What KSA\u2019s are required? What kind of traits or skills do successful employees demonstrate?\n\n<\/p>\n\n\n\n

4) Surveys<\/h2>\n\n\n\n

\n\nIt\u2019s not always practical or advisable to interview every incumbent in the role. In order to get the input of the broader population of employees in the position, though, it\u2019s good to have additional incumbents complete a survey where they provide ratings of the importance of the competencies identified as important for success in the previous parts of the job analysis. This is an important step, as the focus groups give the analyst valuable qualitative data, the surveys provide more quantitative information that can be analyzed more objectively.\n\n<\/p>\n\n\n\n

5) Meetings with stakeholders\/visionaries<\/h2>\n\n\n\n

\n\nDiscussion with key stakeholders is an important part of the job analysis. During these meetings, analysts gain insight into these valuable members\u2019 perspectives with respect to the target position and organization in general. Analysts solicit background information including the impetus for the current project. They also determine if there are concerns regarding legal defensibility, or if there are any specific KSAs or other behaviors that may be deficient or missing. These meetings also provide a forum to discuss any larger organizational goals or initiatives which may influence the competencies or level of competencies needed for success in the target position.\n\n<\/p>\n\n\n\n

Conclusion<\/h2>\n\n\n\n

\n\nRemember, a job analysis is an integral part of an accurate employee assessment. Each step \u2013 gathering archival data, job observation, focus groups, surveys, and stakeholder meetings \u2013 is just as important as every other step. Be sure to include each step when conducting a job analysis, or if you\u2019re working with an I\/O Psychologist, be sure that they\u2019re doing every step to ensure the accuracy of your assessment.<\/p>\n\n\n\n

\"\"<\/figure>
\n

The continuing importance of competencies<\/h2>\n\n\n\n

Make better talent decisions now and for the future.<\/h3>\n\n\n\n

\n\nToday\u2019s world of work is marked by continuous change, presenting a significant challenge for organizations when hiring and managing their most important resource: their people. Competencies provide a simple, clear, and observable way to measure performance and determine what good looks like in a job.\n \n<\/p>\n\n\n\n