Job analysis helps small business owners outline the positions they're hiring for, giving them insight into the types of tasks an employee might perform and helping them decide what type of employee might be best at performing the given tasks. As a result, when employees are hired, employers can immediately communicate to them what's expected of them. This causes less confusion for employees and positions them for success in their roles. A thorough job analysis can affect how productive a small business and its employees are.
Beyond understanding the goals and expectations of a position, employees need to understand which parts of their job are most important to the success of the company. This includes prioritizing which tasks get accomplished first. Job analysis helps you prioritize tasks, which can increase how productive an employee is in his job.
Employees need training, supplies and equipment to thrive in their positions. Through job analysis, employers can predict, in advance, what types of training and supplies a new employee needs. This way, you don't have to wait until an employee is on board and in her position for months before discovering your company lacks the resources necessary to perform the duties outlined in the employee's job description. For example, a new hairstylist at a salon may need training and education on the products the salon uses, as well a workspace and tools to wash, cut and style hair.
Job analysis reveals the core knowledge, skills, abilities, experience and education a candidate needs for the position a company is filling. By revealing this information, companies can create a clear outline of their ideal candidate for the position. This allows employers to screen job seekers accurately, removing candidates who don't meet the minimum requirements. By doing this, you spend less time interviewing candidates who don't have the qualifications and can immediately eliminate resumes and applications from those individuals.
Since performing a job analysis gives employers a clear pictures of the types of candidates they need to recruit for a position, human resource managers can readily identify where to promote job openings. For example, if you're hiring a design major to fill an entry-level graphic design position, HR might promote the position on college job boards and at college job fair. While if you're looking for a skilled graphic designer with more than five years of experience, a human resources manager might reach out to local professional and networking organization or post the job on alumni job boards with local design schools. Targeted recruiting saves companies time and money and increases their chances of finding qualified candidates.