Job analysis

In this unit, you will learn what job analysis is, why it matters, and the main methods used to understand a job before choosing psychometric tests. Dr Graham Tyler explains the link between job analysis, selecting the right assessments, and creating job descriptions and person specifications. You’ll also be introduced to helpful tools like ONET and competency cards to make the process easier and more reliable.

After this talk, you will:

• Understand what job analysis is and why it is important before using psychometric tests.

• Recognise that job analysis applies not only to hiring, but also to development, career counselling, and education selection.

• Be aware of multiple methods of job analysis, such as critical incident interviews, incumbent interviews, supervisor interviews, observation, the Position Analysis Questionnaire (PAQ), diary studies, hierarchical task analysis (HTA), competency cards, and ONET.

• Know the advantages and disadvantages of different job analysis methods.

• Realise that using several job analysis methods provides more reliable and valid information than relying on just one.

• See the importance of writing a thorough job description and a person specification after conducting a job analysis.

• Understand how job analysis connects to choosing the most appropriate selection or development tools, including psychometric tests.

• Be aware of the need to match assessment tools to the key competencies and requirements found through job analysis.

• Appreciate that practical issues such as reliability, validity, cost, and availability impact which psychometric or assessment tools you may use.

• Know that ONET is a useful, free resource for job analysis, particularly if you cannot conduct a full analysis yourself.

• Recognise that job analysis feeds into the whole HR cycle, including selection, appraisal, training, and development.