Constructing a job description

3 Steps to Job Design using Analytic Tools

The key component to finding the best talent is to understand what you are looking for.



Start with a well-constructed job description and the use of job analytic tools.

The three-step process focuses on analysing the KSAOs (Knowledge, Skills, Abilities, Other) which are the most essential job tasks and characteristics to define what success looks like for any position in your organisation.


  1. Build a thorough job description by including: the reporting structure, objectives of the role, key peformance indicators (KPS’s), as well as experience and education requirements for the position. The acronym “KSA” (Knowledge, Skills, Abilities) is often used to describe these components.
  2. Use a job analytic tool to identify the behavioural requirements of the role. This process incorporates input from several stakeholdes like team members, managers, and subordinates to ensure agreement regarding the role requirements. This is the “Other” step in defining KSAO’s. The “Other” elements, like personality ar just as critical when it comes to predicting success in a job. As part of the Predictive Index® System, the Performance Requirements Option (PRO) job analytic tool allows managers to define the critical behaviours for a specific role. The results of this work is a data-driven job profile that can be used to improve and refine the job description, attract talent, and assist in evaluating multiple candidates more consistently.
  3. Once the job description and job analytic are in place, have candidates complete a behavioural assessment like Predictive Index to gain insight into the individual’s behavioural needs and motivational drives. Then, by comparing the behavioural analytics on the individual and the behavioural requirements of the job, managers can quickly do a fit-gap analysis to determine job fit.

Many companies today gather information about roles in their organisation. This process of job analysis supports a variety of outcomes. 71.4% of last month’s survey respondents use job analysis to drive selection and hiring. View the results:  Job Analysis Outcomes

To find out how the PRO can help you identify the behavioural requirements of a role and how you can use this data contact us today.


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