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5 Steps to Performing a Job Analysis to Attract Top Talent

We explore what is job analysis and how organizations can perform it to improve the quality of hire.

5 Steps to Performing a Job Analysis to Attract Top Talent

We explore what is job analysis and how organizations can perform it to improve the quality of hire and overcome internal skills gaps.

As the economy begins to bounce back, hiring plans for Q4 remains optimistic. A new study by Manpower Group indicates that the U.S. is witnessing the strongest hiring outlook (48% growth) in the past 15 years. With 69% of employers reporting challenges in filling roles, recruitment teams have their work cut out for them.

In this article, we’ll explore how you can attract the right talent and drive better new-hire performance with job analysis.

What is Job Analysis and Why Do You Need It?

Job analysis refers to the practice of defining a job role. It typically includes collecting job-specific data such as knowledge, skills, and the aptitude required for carrying out the responsibilities of a job. 

It is the first step to achieving the right fit between a job and a candidate/employee. Understanding the nature of a job is as important for employers as it is for employees. For employers, job analysis determines other HR strategies like performance measurement, employee development, and compensation. 

For employees, job analysis translates to the job description that outlines the success factors required for a particular role. This is the first step to aligning role expectations.

In the current context, where open roles outnumber eligible candidates, job analysis is more important than ever before. A detailed, well-written job description can dramatically improve applications due to the transparency it brings. 

Source: Twitter

While there’s a lot of debate about the information that should be shared with applicants, most recruiters agree that higher transparency leads to more qualified applicants. By defining clear goals and objectives at the very start of the application process, you avoid ambiguity around the role and outline clear expectations for the 30, 60, or even 90 days – providing your potential employees with a much-needed sense of direction. 

Why Should You Perform a Job Analysis?

A job analysis provides details on the role, expectations, competencies, onboarding plans, day-to-day tasks, and other details that will help you support other talent development activities such as:

  • Onboarding
  • Training and development
  • Performance management
  • Health and wellbeing
  • Offboarding

In addition to these points, job analysis is crucial to every step of the recruiting process – right from when you post a job to evaluating candidates and rolling out an offer. It also improves your understanding of the ideal candidate, the skills, competencies, and other details that form the foundation of your candidate profile. 

5 Steps to Performing a Job Analysis

Job analysis today is much more nuanced than it was a few years back. With the emergence of new ways of working, skills, and jobs, defining the ideal candidate persona is not as simple. The most effective way of going about developing a job role is collecting data through channels such as job sites, salary intelligence platforms like Glassdoor and Payscale, and interviews with hiring managers.

Once you have this information, you can begin designing the job by following these steps:

Job Identification

This is the first step to analyzing a job – what is the role or talent gap you’re looking to fill. You must define the day-to-day tasks, expectations, responsibilities, and skills required to succeed in the role. You can capture this data by interviewing hiring managers, supervisors, team leads, and other employees. If this is a role that has already existed before in your organization, current and previous employees could provide a goldmine of information on the competencies required for the role. 

Define Expected Outcomes

Once you’ve identified the role, you need to align it to your organization’s larger goals and objectives. What do you expect the employee to achieve in their first 30, 60, and 90 days? How does expectation evolve with tenure? Outlining the job expectations allows you to determine the value an employee will add to your organization. 

Align Compensation to the Role

While platforms like Glassdoor and Payscale can be great data sources to inform your compensation strategy, it can be tricky to have them as your sole data points. The job context can vary widely between organizations. For instance, a Data Scientist at a technology company will, in all likelihood, be a part of a larger data science team. However, the same role at a company in the hospitality business might be a part of the marketing team. So, business expectations from both roles will be very different despite overlapping skills, competencies, and aptitudes. 

Determine Learning and Development Needs

An accurate job analysis will outline the learning needs of a new hire. You need to determine the training and resources you will have to provide your new employee for them to achieve both short and long-term success. 

Competitor Research

In a highly competitive employment market, it pays to keep a tab on what your competitors are doing. Learn what candidates are looking for and how your competitors are managing those expectations at their organization. Job descriptions can also be a potent data point that can inform you of the critical aspects of the job. You’ll also learn what they perceive to be the most vital aspects of the job.


Job analysis is a critical part of recruitment and talent development that cannot be overlooked. A well-defined job makes for a great job description – ultimately enabling you to attract and hire more qualified candidates and plug the skills gap at your organization. 

Want to learn more about designing the perfect job analysis? Let’s talk!