Job analysis: asking questions
The questions listed here should help you to get thinking about the essential elements of the job, and exploring the different ways in which those key elements could be satisfied
The nature and purpose of the job
- Do you need to fill the position?
- What is the content of the job; what tasks make up the job on a day to day basis?
- What are the main duties and responsibilities?
- What is the purpose of the job?
- What outputs are required from the post-holder?
- How does the job fit into the structure of the organisation?
The person or people needed to fill the position
- What skills or qualifications are needed to carry out the job?
- What (if any) personal attributes are needed to carry out the job?
- What experience is required to carry out the job?
- What knowledge is required to perform the job?
- Is it a genuine requirement of the job that the post-holder be of a particular religion, sexual orientation, gender, age, ethnicity, or meet particular physical or health requirements?
- Do you have any preconceptions of the person who would best fit the position? If so, are the attributes you have in mind really necessary or just personal preferences or based on the previous post-holder?
- Do you have any preconceptions about the kind of person who would best fit in with company culture? If so, is this integral to the job? Is your company culture organic and able to adapt as new employees bring different personalities, styles and attributes into the organisation?
The way the job is carried out
- Does the job have to be done in the way that it has always been done?
- Are there any adjustments that could be made to make the job accessible to a wider range of candidates? For example, purchasing specialised equipment such as a Braille keyboard for the visually impaired, introducing flexible working patterns, offering childcare facilities, accommodating religious breaks, or providing a prayer room?
- Are there any dress, presentation or uniform requirements? Are these likely to disadvantage particular groups? If so, this could be a case of indirect discrimination and you need to consider whether the requirements can be objectively justified
- If recruiting for an existing position, have the circumstances of the job changed since this position was last filled?
- Should the job be changed to make it relevant to current and future needs of the organisation?
