Job Analysis

In order to advertise a job, you first have to understand what that job entails. Job analysis is often done with the help of industrial and organizational (I/O) psychologists who are experts in employee behavior and workplace productivity.

There are two related but different approaches to job analysis—you may be familiar with the results of each as they often appear in the same job advertisement. The first approach is task-oriented and lists in detail the tasks that will be performed for the job. Each task is typically rated on scales for how frequently it is performed, how difficult it is, and how important it is to the job. The second approach is worker-oriented. This approach describes the characteristics required of the worker to successfully perform the job. This second approach has been called job specification (Dierdorff & Wilson, 2003). For job specification, the knowledge, skills, and abilities (KSAs) that the job requires are identified.

Observation, surveys, and interviews are used to obtain the information required for both types of job analysis. It is possible to observe someone who is proficient in a position and analyze what skills are apparent. Another approach used is to interview people presently holding that position, their peers, and their supervisors to get a consensus of what they believe are the requirements of the job.

Accuracy of Job Analysis

Research suggests that the accuracy of job analysis can depend on the nature of the descriptions and the source for the job analysis. For example, Dierdorff & Wilson (2003) found that job analyses developed from descriptions provided by people holding the job themselves were the least reliable. However, they did not study or speculate why this was the case.

Learn More

The United States Department of Labor maintains a database of previously compiled job analyses for different jobs and occupations. This system is called O*Net. Each occupation lists the tasks, knowledge, skills, abilities, work context, work activities, education requirements, interests, personality requirements, and work styles that are considered important for success in that position.

You can see the KSAs that are listed for your own position or one you might be curious about. You can also see data on average earnings and projected job growth in that industry. See what it has to say about being a real estate sales agent, a management analyst, or an I/O psychologist.

Selling the Job

Once the employer brand is established and the job role is clearly defined, the next step is to effectively promote the position. The key to crafting a standout advertisement lies in evoking emotion. A compelling job ad resonates with candidates on an emotional level, ensuring it captures attention and engages the audience.

Brand and Marketing Strategist Alex Honeysett’s recommendations for writing a compelling blog post also apply to writing a compelling job ad: “Now more than ever, people want to connect with brands in a human way.”^[1] And candidates are seeking that same humanity in potential employers. Her two key recommendations: share a story and write with a specific person in mind. The rationale for the latter point: “By writing with one person in mind, your tone, story, and message will be much more focused and detailed than if you’re writing to a nameless, faceless group of people. And your readers will connect to that focus and detail.”^[2]

The following nine-step job ad development process is a combination of Honeysett’s recommendations and Betterteam’s job posting template^[3]:

1. Write a compelling headline
2. Craft a compelling hook
3. Write with a specific person in mind
4. Pitch the position with emotion as well as the key facts
5. Tell the company’s story—and invite the candidate to be part of it
6. Sell the area
7. Summarize, selling the package
8. Close with a call to action
9. Have a member of the target audience read and comment

Using Inclusive Language

Using inclusive language in job postings and recruitment materials is a strategic move that can significantly broaden your talent pool. When companies use language that respects and acknowledges diverse backgrounds, they signal to potential applicants that they value diversity, equity, and inclusion. This can be particularly appealing to job seekers who might otherwise feel marginalized or overlooked by traditional corporate language.

For example, phrases like “we encourage applications from people of all backgrounds” or specifying that experience can come from a variety of sources, including non-traditional career paths, help to attract a wider, more diverse range of applicants.

Inclusion Statement Examples^[4]

The Mid-Columbia Economic Development District includes this in their job postings:

Studies have shown that women and people of color may be less likely to apply for jobs unless they meet every one of the qualifications listed. We are most interested in finding the best candidate for the job. We would encourage you to apply even if you don’t meet every one of our qualifications listed.

Included, a company that provides an HR analytics platform for businesses, uses this statement in their job descriptions:

We know that confidence-gap and imposter syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply — we’d love to hear from you.

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