Making a hiring decision without the benefit of a detailed breakdown of the knowledge, skills and abilities (KSAs) required for successful job performance is like attempting to assemble a piece of furniture without instructions. It might go faster, but you’ll probably do it incorrectly, and there is a good chance that it will eventually fall apart.
While most organizations use job descriptions as the basis for making hiring decisions, many have come to realize that they can make better, more informed decisions if they have a description of specific job duties and the capabilities (KSAs) necessary to perform them.
This is where a job analysis comes in.
What is a Job Analysis?
Job analysis is the process of identifying, quantifying and documenting job-specific KSAs. In addition to improving the effectiveness of the interview process, the KSAs identified by a job analysis guide and support the use of appropriate assessments and improve the overall legal defensibility of the hiring process.
Why Not Analyze?
Given the benefits of conducting a job analysis, and the importance of hiring the most qualified job candidates in a fair and legally defensible manner, it is difficult to understand why all organizations do not do so. My best guess is that the primary reason is not the time or cost associated with doing so but the lack of awareness about the process, deliverables, and benefits.
If you would like to learn more, check out our white paper, “The Importance of Conducting a Job Analysis in Selecting and Defending Employee Selection Measures.” You’ll learn why a job analysis is so important, the process you should follow in order to successfully complete a job analysis, and the legal requirements.