Job Analysis and Hiring the Right PersonBy: Mac Bartine
Let's say you're a small business owner and you need to hire someone to support your growing business. You might not be able to afford to hire a full time Human Resources Manager, but you feel you need a little more expertise to help you find the right person for the job.
Job analysis may just be the solution you need.
Job analysis is simply defined as the collection and organization of critical information about a job. When doing a job analysis, you take into account the job's tasks and activities, any management or supervision requirements, the products and services that result from the job, equipment and materials necessary to complete the job, and the job's working conditions.
After completing the following 5 important job analysis steps, you'll be much more knowledgeable about what qualifications the right person to fill the job should have. If you do it reasonably well, finding the right person for the job will be considerably easier...
...because you'll know exactly who you're looking for! Here are the steps to job analysis:
Prioritize your list once more, and presto! Your job analysis is done, and you now have all the information you need for a solid job description!
If you want to be very thorough, you can ask yourself (and maybe a select few of your experts) these questions about your new job description: Is it realistic? Can any one person do all the tasks and have all the skills you've listed?
Don't strike anything from your list if you think the job description might be unreasonable, just write notes on any reservations you have and adjust your results accordingly if your job opening isn't immediately filled, or if your new employee seems overwhelmed.
Now you're ready to start the hiring process, which is where your job analysis really makes things work better for you.
You can use it to help you write a targeted job listing in your local paper or industry periodical. This will help you weed out prospective employees who you don't want to interview, and will attract those you do want to interview.
Once you've got a good pool of resumes, use the job analysis to narrow your pool to a manageable list of people who you want to interview. Most businesses don't have time to interview more than a half dozen people for a job, so shoot for that number of top candidates, or less if you can.
Keep your job analysis handy during your interview. If you use it to ask each qualified applicant how they meet your needs, you'll be more likely to be comparing "apples to apples" when you make your hiring decision.
Once the hiring decision is made, share the job description you've made with your new employee, and then keep it on file for performance reviews. This can help your employee to know exactly what you expect of them, and will help you to know if they're on the right track.Good luck!
© Copyright 2007, Mac Bartine
The author assumes full responsibility for the contents of this article and retains all of its property rights. ManagerWise publishes it here with the permission of the author. ManagerWise assumes no responsibility for the article's contents.
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