JOB ANALYSIS

- refers to the process of obtaining information about jobs

- As the building block of HR, it forms the foundation and starting point of HR managers in selection, performance appraisal, training and development, job evaluation,
career planning, work redesign, and human resource planning.

Selection – since selection needs to identify the most qualified candidates for employment, it is very crucial to determine the tasks that will be performed by the individual and
the knowledge, skills and abilities involved to perform these tasks
Performance Appraisal – it deals with getting all the necessary information about how each employee performs, whether outstanding, mediocre or below average to ensure
appropriate rewards for those who perform well
Training and Development – job analysis determines the kind of training needed by employees through the kind of tasks performed by each employee
Job Evaluation – when each job is assessed according to its peso value, job analysis helps in setting up just pay structures. Job analysis ensures that the peso value of a
job is appropriate
Career Planning – as employee grows in the organization, career planning becomes crucial. Job analysis lists down the skills of a particular job and the career opportunities
that go with it
Work Redesign – sometimes, there is a need to redesign work to make it more attuned to the times. In order to do this, there is a need to obtain more detailed information
about a particular job.
Human Resource Planning – HR planners need pertinent information to analyse an organization’s needs. Job analysis provides the level of skills employees in the
organization so that they would know the appropriate number of personnel needed for manpower requirements.

ELEMENT OF RECRUITMENT

- The very first thing to do is to find out the goals of the organization on why there is a need to hire people. Then, there is HR planning.
What are the basic objectives for recruiting and hiring?
The following are some of the reasons for recruitment:
1. Replacements for high turnover
2. Additional manpower for future expansion
3. Upgrading the calibre of people because positions have become more complex and complicated
4. Hiring to hurt the competitor’s ability to hire top calibre talents
5. Increase of capability of the firm through people with new set of skills

How can the company prioritize jobs to fill up?

- Of course, this depends on the kind of performance needed for the vacant positions. Say, the company wants to focus on candidates with adequate skills in all jobs, not
necessarily outstanding performers.
 - They can be just average performers or probably those who need a little training but are considered the lowest salaried candidates in the field.
- The applicants can be new graduates who will need extensive training yet trainable and have the potential
- They can be hired based on minimum wage.
- Or the positions need top performers who have excelled in their chosen field for a number of years.
- These bring us to the next question: What kind of candidate is the main target?
What kind of candidates does the company look for?
Applicants are classified into two:
1. Active candidates – easiest to attract; they are those who are currently unemployed or those who are thinking of transferring or changing jobs because of some issues
from their present posts
2. Inactive candidates – those who do not seek employment at the moment and are happy with their present jobs
They represent the bulk of potential applicants because of the experience and skills they have to engage in pirating outstanding performers from competitors and try to
attract them through very attractive compensation packages that are too hard to resist.
Companies may counteroffer them so these people may not leave their organizations.
When will recruitment start?
Timeliness of recruitment is very important.
Is it right to build a talent pool so there is a year-round recruitment of candidates say for sales representatives?
Will recruitment start after a requisition is approved?
Where will applicants be coming from?
Internal Hiring – most unionized companies see to it any vacancy is posted in the Bulletin Board at least two weeks. This is a requirement of the Union so that their
members can be given the chance to apply for the said vacancy. This is a condition whether somebody (from the inside) is already being eyed for the position.
It is important that there is a fixed ratio between internal and external applicants. Lateral transfers and promotions are of course part of internal hiring.
External Hiring – A company can focus on new graduates. Fresh from the academe, a company can go straight to college campuses and target fresh, inexperienced
applicants.
In the same manner, a company can concentrate on applicants who come from the industry.
The advantage here is the applicants already know the ins and outs of the industry.
A recruiting company can hire from other industries.
 Applicants can come from different industries or services. In such a case, candidate’s asking salary may vary, depending on the industry/service where she is
coming from.
A company can easily adjust and not go beyond a particular budget.
On the other hand, a company can concentrate on candidates based on their present residence. Those who live nearby or within the distance, where the company
is located are preferred.
Who will do the recruiting?

- Usually it is HR who does the recruiting.

- With sensitive positions, an executive search firm is used. This relieves HR on looking for the inactive candidates.
- An executive search will do the pirating, background checking, and interviewing of potential candidates.
- On other occasions, the company may contain itself with employee referrals. In some cases, all candidates are taken from manpower agencies.
- Some companies nowadays outsource the entire recruitment function. Internal HR focuses on other areas instead.
What are the recruitment tools to be used?
- The traditional technique used is placing advertisements through highly circulates dailies.
- Usually, job advertisements are placed during weekends. However, newspapers pose a higher fee for Sunday ads.
- Walk-ins are of course free. Companies, which have high reputation sometimes, rely on walk-ins because applicants simply drop by, and try their luck without the benefit
of any advertisement or announcement. They simply come and apply for any vacancy. Usually, active candidates do this strategy.
- Companies pose job vacancies in their own websites. Again, these are highly reputable companies which maintain their own websites and simply rely on active
candidates who visit their sites. These companies believe that their good image and bankability can attract a good number of applicants.

- Some companies join job fairs and trade events. Since these are big events and are highly publicized, coupled with huge and popular venues, job hunters usually flock to
these events to find jobs.
- The non-traditional tool, yet getting popular nowadays is through the use of the Internet. In JobsDB.com and JobStreet.com, surfers browse these sites for free and they
can apply online. Companies now use this medium to advertise since this is less expensive than the traditional ones and the advertising period can last even for a month.
- The more expensive technique is acquiring talent through mergers and acquisitions. Some companies acquire smaller firms, and eventually tap good talents from its
manpower. However, this technique goes with a business decision such as acquisition.
What are the priority skills needed for the position?

- This question is very crucial in hiring.

- Is the company looking for a highly intelligent person or someone who has the personality to boost sales?
 - Are technical skills required?
- Are there identified competencies which the company needs now and in the future?
- Is the company banking on the candidate’s contact network?
- Is the company’s culture important?
- If yes, does the candidate fit the company’s culture?
- How should actual recruitment be done or how will candidates be assessed?
o There are variety of ways on how to assess candidates:
1. Psychological Tests
a. Mental Ability or IQ Test – measure the general intelligence of a person
b. Aptitude Test – measure the inclination of a person towards a certain field
c. Personality Test – provide some of the traits or values of a person
2. Interviews – can be done on a one-on-one or in other cases, a panel interview, as the need arises
3. Skills Tests – provide the company a rundown of the skills of the candidate, to assess whether these skills can be used by the company now or in the
future
4. Background Check References – provide the company with a brief background of the candidates in terms of his previous work experience, personal
background, among others.
5. Transcript of Records – identifies the academic background of the candidate, how he failed in school, in terms of performance and achievements
What is the primary attraction of the company in order to draw applicants?
- With a goal of attracting applicants, a company can choose from these options:
1. Competitive Compensation and Benefit Package – one of the best ways of attracting candidates is through this; inactive candidates are especially attracted to an excellent
package, relatively higher than their present compensation scheme
2. Career Opportunities – together with challenges on the job, and chances for promotion can also attract applicants
3. Excellent Culture – a good team environment where they feel a culture a fit attracts applicants
4. Highly Reputable Image – usually appeal to applicants