Job Analysis and Recruitment: Best Practices

Understanding Workflow Definitions

Workflow analysis is the process of describing and registering a job's goals, its principal accountabilities and activities, the conditions under which it is performed, and the required knowledge, skills, and aptitudes.

It is used when establishing:

• The organization's structure
• Job structure
• Levels of authority
• Control levels
• Performance criteria
• Redundant employees
• Counseling

There are strong relations between job analysis and:

• Organization's goals
• Technology
• HR planning
• Employee recruitment and selection
• Performance evaluation
• Training
• Compensation
• Career planning and management
• Health and life quality at the workplace

The influence that job design has on employee satisfaction, motivation, and performance has been known since Herzberg. Job design should include the following characteristics:

• Skill variety
• Job's meaning
• Job's identity
• Autonomy
• Job feedback
• Cognitive and physical job elements

Key Elements of a Job

• Content
• Goals
• Individual characteristics
• Organization's technology systems

Information Research for Job Analysis

What should be analyzed?

• Performed activities
• Perceptions
• Norms
• Plans
• Motivation
• Capacity
• Potential
• Future

Methods and Procedures to Obtain Data

1. Observation
2. Interviewing the employee
3. Meetings with experts and job analysts
4. Diaries
5. Questionnaires

Job Evaluation Methods

2. Ranking method
3. Alternating and comparisons in pairs
4. Job classification method
5. Points classification method
6. The HAY Plan
7. The factor comparison method
8. Evaluation based on skills and competences
9. Common discriminatory aspects in job evaluation methods

Recruitment Process

Activities and Processes

1. Activity and processes to provide the company with enough valid candidates for a job
2. Internal or external source
3. Planned or reactive (urgent)
4. Attract and retain the most valuable
5. Responsibility of HR

Relations and Influences on Recruitment

2. Relations and influences on recruitment:

   1. Strategic and HR management
   2. Job analysis
   3. Training and development
   4. Compensation systems
   5. Career planning and monitoring
   6. External environment

Impact of Source Identification

2. The correct identification of sources affects:
   • Duration of the recruitment process
   • Cost of the recruitment process
   • Efficiency of the recruitment process

Internal Recruitment

When the company chooses to promote or relocate employees:

Advantages:

Enhances employee long-term loyalty and trust in the company.

Disadvantages:

Difficulty finding the right candidate within the organization.

External Recruitment

Advantages:

Enriches the company's ideas and new perspectives.

Disadvantages:

Longer and more expensive recruitment process, less safe.

Commonly Used External Recruitment Methods

1. Candidate's self-initiative
2. Employee referral
3. Advertising
4. Employment agencies
5. Temporary work companies
6. Professional colleges and associations
7. Education and practice institutions
8. Radio and TV
9. The Internet

Job Offer Forms

Also known as Curriculum Vitae.

Typical Problems in Interviews

Judgments made by managers upon the candidates are often influenced by these:

1. Contrast effect
2. Order effect
3. Primacy effect
4. Recency effect