Learn about job analysis in recruitment

During the recruitment rush to find the person to fill the vacant position, the job analysis is something that some employers often overlook. But this can be a big mistake, especially when the company is on the rise and the role is more or less changing. Job analysis is the basis for creating job descriptions, and if not done effectively, job postings can attract the wrong candidates, which is costly and time consuming.

In this article, let's learn what job analysis is, the roles, and how to perform job analysis when hiring.

What is job analysis?

Job analysis is the in-depth study of the tasks, responsibilities, and skills required to successfully perform a job. Therefore, it is seen as the first step of the recruitment process.

Why job analysis?

By performing a job analysis, recruiters can clarify role requirements and determine candidate expectations, and even discover new ways to refine roles for optimal performance.

In addition, as technology evolves, tasks that may not have existed before need to be added to the job description. Moreover, job analysis in human resource management helps to divide tasks between departments fairly or help adjust salary if needed.
In addition, job analysis also provides a number of other benefits for businesses such as:

– Identify risks associated with job responsibilities;

– Improve decision-making in the recruitment process;

- Assess the importance of the job to other jobs;

– Promote training programs;

- Contribute to the development of a more attractive salary and bonus scheme…

“Job analysis helps employers in recruitment and selection, performance management, compensation and benefits selection…”

How to complete a job breakdown

If you have questions about the job analysis process, you can follow these steps:

Data collection

First, you need to take the time to understand the big and small details of the role. Depending on how the information was collected, you may be able to schedule an in-person meeting or send surveys to current and former employees, as well as relevant supervisors. Questions and topics you should cover include:

– What skills and expertise are needed to do the job well?

– Is it a beginner, intermediate or advanced position?

– How can the person taking the role get promoted?

– What training program is available for the person in charge of this job?

– How is employee performance measured?

– What machines and equipment are used?

– What personality type is needed to perform the role correctly and safely?

– What are the working conditions? How does that affect employees?

– Who do employees in this role usually interact with?

– How and by whom are they monitored?

– How does this role impact the company's finances and budget?

Evaluate the change

The next step is to review the current job description to determine how the role has changed:

– Do they no longer have to perform certain tasks?

– What new duties and responsibilities have they taken on?

– Have the programs or tools they used changed?

– Are there any skill gaps that need to be fostered?

– How has the employee's workload, process, or experience changed?

Research industry standards

Review job descriptions similar to the position you're analyzing to see what other companies cover and how you can improve to attract quality candidates.

The trick is to search Google, LinkedIn, and recruitment sites like Vietnam Manpower for more diverse information.

Learn about job analysis in recruitment

Idea generation

Based on the information gathered, you can now draft a job analysis, including:

Set expectations – Outline the expectations you have of the employee taking on the role. This means that the goal is achieved over a period of time or how the role aligns with the overall mission of the company.

Skills, Education and Competencies – What duties, responsibilities, tools, disciplines should the person taking on this role have? Do they need a certain number of years of experience?

Behavioral and cultural fit – The best candidates should possess the skills needed for the job, but they should also align with the company's values. Do they need self-control or are they a born leader? Do they need to know data analysis or have a creative spirit?

Salary – To come up with a decent salary, consider the skills and qualifications required for the role, the responsibilities involved, competitor salaries, and the salary bracket the company has established for the roles other equivalent.