I must admit that I am not very handy around the house. Last year I was amazed as I watched my neighbor build a backyard gazebo by himself. He did all the foundation, stone, and carpentry work. It was beautiful when he finished and we’ve enjoyed sitting under it during summer evenings. I would never attempt something like that. I’ve never been trained in those skills and I’ve never had any experience trying to build something like that. My wife jokes that I couldn’t nail two boards at a right angle! Building a structure like a gazebo requires highly developed skills. It is skill that not only makes the structure beautiful and functional, but also safe. Image what those summer evenings would be like if the roof were in danger of collapsing! The consequences would be disastrous.
The consequences for companies who try to hire key people with traditional job descriptions have the same disastrous impact. The disaster is further compounded by an interviewing process that tries to validate the candidate’s resume. A much better approach is to use proven job analysis methods. Everyone has seen a job description sample; few have seen the power in a sample job analysis. The primary reason is that so few corporate leaders know how to create one. The skill and training required to draft a role analysis is no less intricate than my neighbor’s carpentry skills. So before we review an example job analysis let’s understand the “do it yourself” consequences. Getting this wrong can bring down the roof of your department, team, or company. Not doing it at all could be even worse. Here, then, in three quick steps is how to do a do it yourself, example of job analysis:
1 – Throw out the job description, you won’t need it. Job description examples only tell you what a person needs to have. Your do it yourself job analysis example wants to determine what a person needs to do. Big difference. Who really cares if a person has the required work experience, education pedigrees, etc, if they can’t get the results you need? Quit thinking about what a person needs to have. Your interviews need to tell you what the person can do. The job description example rarely does that.
2 – Step two of the do it yourself job analysis is to interview all the successful people in the job. Find out what they have done and what they do now to be successful. The do it yourself nature of this job analysis method won’t get all you need, but you will learn some valuable information. This is the core of your job analysis. This is how you build your job analysis example. It is a radical departure from a job description. Getting step two wrong is as dangerous as using rusty nails in a do it yourself gazebo. Once you have determined what the most successful people do and have done, you are ready for step three.
3– Write your new job profile. Not a description, write a profile. The job analysis does not describe who the person is; it profiles what they do to be successful. In this example of job analysis methods you are getting straight to the heart of the matter. If you do nothing else, set up your interview process to validate your newly created list. Don’t look at the resume, just find out if the candidate can do, or has done, what is on your list. This alone will increase your new hire performance measures exponentially.
That’s it. A three-step, do it yourself job analysis example. If you really want to do this right then you might consider getting some training in the methodology or hiring a firm that knows how to do this. Objectivity is very important when creating a powerful, high impact job analysis example. Otherwise, use these three simple, do it yourself steps with all of your key positions.
Richard Yadon is CEO of Health Career Professionals and Managed Medicaid Services. He can be reached at www.HealthCareerProfessionals.com