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The Recruitment Process: What is the Purpose of a Job Analysis?

How to Perform a job analysis with purpose

The key to a great strategy for recruiting the right candidates for your company is to perform a job analysis. Why is it so crucial for the human resources strategy? Well, it lays the groundwork for a strong and successful workforce. Job analysis has been around for a long time, and it offers a lot of benefits. The information it provides is valuable for almost every aspect of human resource management. The purpose of a job analysis is to get a clear and detailed understanding of what a job entails. It’s the process of gathering important details that are essential for different HR tasks, such as insights for effective talent management, training and development, compensation packages, following legal compliance, and improving the hiring process. 

Undertaking a job analysis allows you to really grasp the different roles within the organization, which is crucial for managing talent. When it comes to hiring, job analysis ensures that the recruitment process is based on a thorough understanding of what the job entails. This leads to better and more diverse candidate selection and increases the likelihood of filling positions with individuals who not only have the necessary qualifications and skills, but also fit in with the company culture, values, and have leadership potential. Ultimately, conducting a job analysis will help you attract and retain more qualified candidates and improve your chances of making the right hire. 

What is a job analysis?

A job analysis entails a methodical process for collecting, documenting, and evaluating information pertaining to a specific job role. It is basically digging into what a job is all about – the tasks, the environment, and what kind of people would be a good fit. This process is the groundwork for figuring out how to measure a job’s worth and set the bar for performance. It involves gathering information regarding the duties, responsibilities, tasks, skills, qualifications, and working conditions linked to a specific job role. It’s key for writing well written job descriptions, creating training and development opportunities, setting performance goals for a role, ensuring competitive pay, and improving the hiring recruitment and selection process.

Performing a job analysis with purpose is key for attracting top talent and retaining great employees. It ensures that recruitment, ongoing development, and recognition practices are in line with the actual job requirements, creating a positive work environment, boosting employee satisfaction, and reducing turnover. It also helps you clearly communicate the role’s expectations, required skills, and what your company can offer to potential candidates.

How to Perform a job Analysis: 4 Base Elements

Jobs these days come with all sorts of tasks, roles, and responsibilities that need a wide range of skills and knowledge. This makes job analysis more challenging due to the increasing complexity and variety of jobs in the modern workplace. Since each role and purpose of a job analysis is unique, there’s no one-size-fits-all solution, but there are generally similar elements included in a job analysis. We’ll walk you through the main things to know so you won’t get bogged down in unnecessary details. Here are 4 key components to consider when you want to perform a job analysis:

List of Job Tasks:

Figuring out what a job involves is super important in job analysis because it helps us understand the specific stuff people have to do for a certain job. These are the day-to-day things that make up a job. At this step, when you perform a job analysis, it’s important to talk to the employees who are currently working the job, supervisors, and other people who have a stake in it to ensure you don’t miss anything. Here are some things to make sure you include:

  • Make sure to clearly explain each task in a simple and easy-to-understand way.
  • Indicate how often each task is done (for example, daily, weekly, or monthly).
  • Make sure to note the expected duration each task will take.
  • Indicate how much decision-making power is linked to each task.
  • Identify tasks that may provide opportunities for skill development and career growth.
  • Lastly, prioritize tasks according to their impact on the overall job function and pinpoint tasks that play a key part in the position’s success.
Working Conditions:

Analyzing working conditions plays a significant purpose in job analysis because it gives you a peek into the work environment. They encompass the physical, social, and psychological elements of a job. When you’re noting down working conditions, remember to cover these key elements: 

  • Describe the physical setting where the job tasks are performed (for example: office setup, factory, outdoor environment). 
  • Outline the typical work schedule, including regular working hours, shift patterns, and any variations. 
  • Specify if the job involves travel and how often traveling is to be expected.  
  • Detail any physical demands associated with the job like any lifting, standing, or sitting for extended periods. 
  • Specify the types of equipment and tools used in the job. 
  • Describe the overall workplace culture and atmosphere and address aspects such as collaboration, teamwork, and communication norms.  
  • Highlight any training programs related to workplace safety and health AND mention any health and wellness programs offered by the organization. 
  • Also, indicate the level of flexibility required in terms of working hours or location such as remote work options or flexibility in start and end times. 

By including these details in the working conditions documentation when you perform a job analysis, companies can provide a comprehensive understanding of the overall work environment associated with a particular job. This info is super valuable employer branding, employee onboarding, and ensuring a positive and safe workplace experience. Workleap states that investing in employer branding can lead to a 28% reduction in employee turnover. Therefore, it’s important to have a good understanding of working conditions and how to enhance them, if necessary, in order to effectively recruit and retain top candidates.

Knowledge, Skills, Abilities, and Other Characteristics (KSAOs):

KSAOs are super helpful when it comes to writing great job descriptions, figuring out qualifications, and setting selection criteria. They are frequently paired with the competences necessary to execute tasks and other traits such as culture fit, standards, leadership potential, and capacity which are essential to work performance. So, when hiring managers use KSAOs, they’re basically making sure that the candidates they pick match up with what the job needs, creating a better fit all around. 

When performing a job analysis or developing job specifications, HR professionals often analyze the KSAOs needed for effective performance in a given position. This information is then used to create job postings, assessments, and interview questions to evaluate candidates during the hiring process. 

Performance Criteria:

Since job roles are always changing, the things we look at to see how well someone is doing become more and more important. It’s essential to come up with good ways to measure performance, so you can evaluate staff fairly and make sure their work lines up with what the company is trying to achieve. When you are figuring out how to measure someone’s performance on the job, you need to think about a few key things: 

  • Ensure that performance criteria directly support and contribute to the achievement of the organization’s strategic objectives. 
  • Clearly connect performance criteria to the specific duties and responsibilities of the job. Focus on key areas that are essential for success in the role. 
  • Formulate criteria that are measurable and quantifiable. Use specific metrics or indicators to assess performance objectively. And ensure that performance criteria are realistic and attainable. Set goals that challenge employees but are within reach with effort and skill. 
  • Include criteria related to the quality and accuracy of work and set standards for delivering high-quality outcomes.  
  • Clearly communicate how meeting or exceeding performance criteria contributes to recognition and rewards. Tie performance to compensation, promotions, or other incentives. 
  • Lastly, make sure to clearly explain what’s expected of everyone in a way that’s easy for both employees and their supervisors to understand. And remember, some roles might need a bit of flexibility, especially when things change in the business. 

By thinking about these things carefully when performing a job analysis, companies can set performance standards that help everyone understand what’s expected, keep employees motivated, and contribute to the overall success of the organization. It helps keep the focus on performance-based hiring. It’s important to review and update these standards regularly to make sure they stay relevant and helpful. 

Keep Your Company Goals in Mind

The elements of a job analysis are important for ensuring you have detailed and up-to-date job descriptions and specifications. They’re also crucial for HR tasks like hiring, training, managing performance, and setting pay. The way you perform a job analysis can vary depending on what the company needs, but these elements give you a great start to gather and review info about the job. By making sure to include these elements in your job analysis, you’ll have a better understanding of any job role, which can really help when it comes to setting up effective talent management strategies and building a successful workforce. However, remember to tailer your analysis to the goals of your business. 


In conclusion, the purpose of a job analysis is to collect essential information for various HR activities, like gaining valuable insights for better talent management, training and development, and enhancing the hiring process. The process is important to ensure HR practices are in line with company goals. It also makes sure the company has the right people to be successful. 

When you’re hiring for a new role, it’s super important to perform a job analysis. It helps you create job descriptions that really capture what the position is all about, makes it easier to find the perfect candidates, and makes sure you choose the best person for the job. Basically, job analysis is super important in finding great talent because it sets the stage for successful hiring strategies and plays a big role in the entire hiring process. 

At Goodwin Recruiting, we get how tough it can be to find the right people for your team. With over 50 years of combined recruiting experience, we’ve learned the best ways to attract and retain great employees. Our expert recruiters have deep talent pools and unique sourcing strategies, and we can provide custom hiring solutions just for you. Simply put, we can find the talent you need to enhance your business. If you’re looking to hire the right person, reach out today! Let’s find that perfect fit for your company!