Job Analysis

To base recruitment and selection on job analysis, is to confidently know that your process will be fair. Fairness in the recruitment and selection process means basing hiring decisions solely on job-related criteria, and not being influenced by a candidate’s status in a protected class. Job analysis helps you capture job-relevant responsibilities and critical competencies for success, so you can determine appropriate selection tools and develop sound rationale for your recruitment and selection process — a process which includes everything from the job descriptions you post to the application and interview questions you develop.

Position-analysis is the systematic study of a position to determine which activities and responsibilities it includes, its relative importance to other jobs, the personal qualifications necessary for performance of the job and the conditions under which the work is performed. An important concept in position analysis is that it is based on the position not the person doing the job.

Objective

To determine the critical outputs and core competencies for the position.

This process entails three tasks:

• Define the purpose of the job.
• Determine the critical outputs for the job.
• Identify the core competencies needed for successful performance in the job.

Qualities And Skills Required

Decide what qualities and skills are needed for the vacancy for which you are interviewing. Add any special requirements for the job.

Education And Training

• What academic, commercial, technical, or professional qualifications are required?
• What specific job training is required?
• Should the applicant be in the process of any personal development for training?

Work Experience

• General experience or specialised experience necessary?
• What specific job skills are needs?

Responsibility And initiative

Will the person have to:

• Use his/her own initiative to make decisions or changes?
• Make unpopular decisions?
• Produce measurable results?
• Set his/her own work priorities?
• Try new ideas?
• Be a positive role model?
• Act without precedents to follow?

Leadership

Will the person have to:

• Set priorities and objectives for others?
• Maintain a team spirit?
• Train and develop staff?
• Delegate wherever appropriate?
• Give instructions?
• Be fair and consistent?
• Review performance and coach staff?
• Give positive and corrective feedback?
• Be open and honest?
• Listen to others?

Interpersonal Skills

• Will the person have to:
• Establish good relationships with people?
• Be in contact with customers, suppliers, colleagues?
• Be diplomatic and co-operative?
• Ask appropriate questions?
• Use listening techniques?
• Build rapport
• Readily accept feedback?
• Be receptive to ideas?
• Help solve grievances and arguments?
• Be confident without being arrogant?
• Be perceptive to feelings, not only facts and figures?

Communication And Personal Influence

Will it be important for the person to:

• Be persuasive to influence?
• Create a good impression through appearance, manner and/or
• Speech?
• Communicate clearly and concisely?
• Give presentations?
• Liaise with other departments or companies?
• Produce concise, specific documents?
• Be a clear speaker?
• Be friendly and courteous?
• Keep up to date with information?

Motivation

Should the person:

• Have a clear plan for life and career?
• Been keen and ambitious?
• Be self-motivating?
• Need little direct management or supervision?
• Be alert and curious?
• Have a realistic self-assessment?

Cognitive Skill

Should the person:

• Apply thinking skills on strategic level?
• Apply thinking skills on tactical level?
• Apply thinking skills on operational level?
• Apply problem-solving skills?
• Apply analytical skills?
• Apply evaluative skills?
• Apply judgment?

Click here to download a MS Word version of a incumbent profile template.