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Job Analysis Project

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A job analysis was conducted for a senior recruiter position. The purpose of the project was to gain real world experience prior to entering the field

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Job Analysis Project

  1. 1. JOB ANALYSIS REPORT FOR SENIOR RECRUITER APRIL 2015 AMTIS, INC.
  2. 2. 2 Table of Contents Executive Summary 3 Introduction 4 Job Description 4 Results 5 Survey Respondents 5 Statistical Analysis 5 Survey Results 6 Methodology 14 Recommendations 18 Appendix 19 Job Interview Form 19 Job Analysis Survey 21
  3. 3. 3 Executive Summary A job analysis was conducted for the Senior Recruiter position at AMTIS, Inc. A job analysis is intended to provide an overview of the most important aspects of a position within a company. A job analysis has many uses for an organization, including for compensation purposes, for recruitment and selection, to ensure compliance with legal standards, and to evaluate employee performance. In order to conduct a job analysis, it was first necessary to obtain information relevant to the position. Sources used to gather information about the position included a job incumbent interview and online materials. The data acquired from the sources mentioned was used to create a questionnaire that was administered to three subject matter experts (SMEs): the job incumbent, the incumbent’s immediate supervisor, and another AMTIS, Inc. employee who holds a position similar to that of the job incumbent. The questionnaire included the tasks and responsibilities as well as the knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job being analyzed. After the questionnaire was completed by all three employees, an analysis of the responses was conducted. The results of the analysis revealed that the purpose of the Senior Recruiter position at AMTIS, Inc. is to locate suitable applicants for open positions within the company. The Senior Recruiter is also responsible for contacting qualified applicants for specialized positions and coordinating with the Human Resources Manager in order to develop job descriptions. This job analysis provides a list of applicant qualities needed to perform the Senior Recruiter position. The identification of these characteristics, which include KSAOs, will allow for the recruitment and selection of applicants who are best qualified for the job. This analysis also includes the tasks and responsibilities that should be regularly completed in order to perform the job successfully. This job analysis can serve as a guide for personnel selection and training for the Senior Recruiter position at AMTIS, Inc.
  4. 4. 4 Introduction A job analysis is defined as “the systematic process of discovery of the nature of a job by dividing it into smaller units” (Brannick et al., 2007, p . 8). A job analysis aids in many important functions within an organization, including the following (Brannick et al., 2007, pp. 3-5): ● Job description ● Performance appraisal ● Training ● Safety ● Legal requirements Essentially, job analysis provides support and guidance for human resources decisions as well as justification for organizational decisions that may be challenged in court. The purpose of this job analysis is to provide the information needed for an overview of the Senior Recruiter position at AMTIS, Inc. This analysis identifies the essential components of the job, which will allow for the development of a comprehensive job description. The results of this analysis can serve as a guide in the functions of personnel selection and training related to the Senior Recruiter position. JOB DESCRIPTION: Senior recruiters identify and attract top-performing professionals to fill job openings. They also develop and recommend recruiting strategies to ensure a successful search in a given time frame. Other duties typically include working with hiring managers and HR personnel to determine staffing needs, along with minimum qualifications and skills required for open positions. They then review applications to identify and arrange preliminary interviews. Screening and referring top candidates for additional interviews is often the next step in the senior recruiter’s process. Other senior recruiter duties include consulting with hiring managers on staffing and recruitment policies, ensuring compliance with Equal Employment Opportunity mandates, and advising management on hiring and compensation guidelines. In addition, senior recruiters will often update and track recruitment files, prepare and place job advertisements across appropriate media, coordinate internal job postings, and perform reference and background checks. Attending career fairs and networking events is another typical duty for this role.
  5. 5. 5 Survey Respondents There was a 100% response rate for the job analysis questionnaire. Respondents included an incumbent, a supervisor, and an employee who holds a position similar to that of the job incumbent. DEMOGRAPHICS: GENDER: 2 males, 1 female ETHNICITY: 2 Caucasian, 1 Non-Caucasian AVERAGE TIME AT AMTIS, INC: 27 months Positions Held:  Senior Recruiter  Human Resources Manager  Human Resources Assistant Results Statistical Analysis TASK STATEMENTS: To calculate the mean importance for each task statement, the r aw scores for difficulty were reverse scored. Then, those new scores for difficulty were added to the raw scores for criticality. Adding difficulty scores to criticality scores creates the importance scores. After the importance scores were calculated for each task statement, the means and standard deviations were computed. The task statements are listed below in groups based on function, then in order of importance. KNOWLEDGES, SKILLS, ABILITIES, AND OTHER CHARACTERISTICS: The results for necessity and practicality were tallied to determine the amount of "yes" responses and the amount of "no" responses. The scores for the two scaled items - "superior from average" and "likely trouble" - were averaged, and a standard deviation was calculated for each knowledge, skill, ability, and other characteristic. The KSAOs listed below are sorted based on the extent of trouble likely to occur if the characteristics are not considered in selection.
  6. 6. 6 Find Candidates- make contact with potential candidates for open positions in order to establish a diverse applicant pool Organize Information- maintain order in workspace; utilize resources to monitor every aspect of the recruiting process Task Importance M SD Make cold calls in order to notify qualified candidates of specialized job openings 10.67 1.15 LinkedIn, Monster, Indeed, and other job sites to locate and contact qualified candidates 10.33 0.58 Travel one to two times per year for long-distance recruitment 8.00 2.00 Task Importance M SD Upload formatted resumes into applicant tracking system 10.67 0.58 Keep track of analytics for budgeting purposes 10.67 1.53 Keep track of deadlines for contract positions in order to onboard and hire within time limits 10.33 1.53 Use Excel software to keep track of recruitment analytics 10.33 1.15 Utilize Microsoft Outlook to keep track of candidates awaiting hiring decisions 9.33 1.15 Create lists to keep track of positions status 7.67 0.58 Create lists to keep track of open positions 7.33 1.15 Survey Results- Task Statements
  7. 7. 7 Communicating- relay important information to job applicants, candidates, and to co-workers Qualifying- determine if job applicants are qualified for open job positions Task Importance M SD Keep hiring managers informed of legal issues in hiring 11.33 1.15 Work with colleagues to develop recruitment policy changes in order to suit company needs 11.33 0.58 Create reports to provide details on affirmative action 10.67 0.58 Advise hiring managers on hiring and discrimination laws in order to prevent legal issues 10.33 2.08 Report on affirmative action information to ensure compliance with laws 10.33 1.15 Collaborate with hiring managers and human resources manager to create interview questions for various positions 10.33 1.15 Utilize applicant tracking system for data-reporting purposes 9.33 2.08 Inform hiring managers of promising job applicants 9.00 1.73 Provide quality customer service to employees, applicants, and candidates 9.00 0.00 Advise hiring managers on legally defensible practices for hiring 8.33 1.15 Report to hiring manager on recruitment activity 8.00 1.00 Attend meetings with hiring managers to discuss recruitment strategy 8.00 0.00 Electronically alert applicants in a timely manner if position has been filled 5.00 1.73 Task Importance M SD Conduct phone interviews to evaluate suitability of job candidates 11.00 0.00 Determine which applicants are qualified for open positions 10.67 0.58 Conduct interviews over the phone 10.33 2.08 Match open positions to qualified job candidates 9.33 2.52 Review credentials of new applicants to determine suitability for open positions 8.00 1.73 Survey Results- Task Statements
  8. 8. 8 Planning- Prepare all necessary materials and information to continue and successfully complete the recruitment process Task Importance M SD Ensure adequacy of job descriptions for new position openings 10.67 0.58 Review hiring procedures to ensure that processes are meeting each department's needs 10.67 1.15 Determine which educational qualifications and professional skills are necessary for open positions 10.33 2.08 Ensure job posting compliance with EEO laws and federal and state laws 10.00 2.00 Search Internet and other resources for sample interview questions 10.00 1.00 Review applications to ensure that they are up to date 9.67 1.15 Consult with hiring manager about suitable locations for posting new job openings 9.67 0.58 Consult with hiring manager about how and where to locate suitable candidates for open positions 9.67 0.58 Review EEO statement to make sure it is up to date 8.33 1.53 Create job postings and descriptions for open positions to attract qualified applicants 8.33 0.58 Determine which duties are required for open positions 7.00 2.00 Ensure job descriptions comply with contract specifications 5.67 1.53 Task Importance M SD Customize applicant system to suit company needs 12.33 0.58 Refine recruitment strategy yearly to make sure it is aligned with affirmative action plan 11.00 1.00 Stay informed of current EEO laws in order to ensure legal compliance of job postings and hiring practices 9.67 1.53 Ensure process improvement for company needs 8.67 1.15 Develop recruitment strategies based on affirmative action laws 8.00 1.00 Maintaining Information- Stay informed on recruiting processes and information; update information as needed Survey Results- Task Statements
  9. 9. 9 Survey Results- Additional Analyses Reliability Statistics The inter-rater reliability for the raters' responses to the job analysis questionnaire was calculated. Inter-rater reliably tells one how consistent the responses were for each of the task statements that were g enerated. The job analysis questionnaire had an average reliability of .756 with a 95% confidence interval. The reliability for a single measure item was .508. This means that for any individual item, the reliability is weaker than when all the items in the questionnaire are averaged together. Having more subject matter experts participate in the questionnaire would increase the reliability of the questionnaire. However, due to the size of the company and the number of incumbents in the Senior Recruiter position, this was not possible. Intraclass Correlation Coefficient Intraclass Correlation 95% Confidence Interval F Test with True Value 0 Lower Bound Upper Bound Value df1 df2 Sig Single Measures .508a .335 .666 4.094 45 90 .00 0 Average Measures .756c .602 .857 4.094 45 90 .00 0 Reliability Statistics Cronbach's Alpha Cronbach's Alpha Based on Standardized Items N of Items .756 .755 3
  10. 10. 10 Survey Results- Knowledges Knowledge Necessity Practicality Superior From Average Likely Trouble Yes No Yes No M SD M SD Knowledge of discrimination laws that are enforced by the EEOC (Title VII, Disability Act, Civil Rights Act, etc.) 3 0 3 0 4.00 1.00 4.33 1.15 Knowledge of affirmative action policies for selection 3 0 3 0 4.00 1.00 4.33 0.58 Knowledge of Federal laws (civil rights, age, disability, etc.) 3 0 3 0 3.67 1.15 4.33 1.15 Knowledge of how to write effective job descriptions 3 0 3 0 4.33 0.58 4.33 0.58 Knowledge of how to conduct an interview 3 0 3 0 3.67 1.53 4.00 1.00 Knowledge of full-cycle recruiting components 3 0 3 0 3.67 1.53 4.00 1.00 Knowledge of what a good resume entails 3 0 3 0 3.33 1.53 3.67 1.53 Knowledge of various recruitment strategies 3 0 3 0 4.00 1.00 3.33 .58 Knowledge of candidate sourcing techniques 3 0 3 0 4.00 1.00 3.33 0.58 Knowledge of how to effectively use applicant tracking systems for recruiting 2 1 3 0 3.33 1.15 3.00 1.00 Knowledge of how to recruit within the government contracting industry 2 1 1 2 3.33 0.58 3.00 1.73 Knowledge of applicant tracking systems that are available 2 1 2 1 3.33 1.15 2.67 2.08 Knowledge of process improvement strategies for recruiting 3 0 2 1 3.33 1.15 2.67 0.58
  11. 11. 11 Survey Results- Skills Skill Necessity Practicality Superior From Average Likely Trouble Yes No Yes No M SD M SD Skill in engaging excellent customer service when communicating with others 3 0 3 0 4.67 0.58 4.33 0.58 Skill in communicating orally with others 3 0 3 0 4.33 1.15 4.33 0.58 Skill in writing job descriptions 3 0 3 0 4.00 1.00 4.33 0.58 Skill in generating interview questions 3 0 3 0 4.00 1.00 4.33 0.58 Strong interpersonal skills 3 0 3 0 4.33 0.58 4.00 0.00 Skill in written communication 3 0 3 0 4.33 0.58 3.67 .58 Skill in applying time management in all aspects of work 3 0 3 0 4.00 1.00 3.33 0.58 Skill in monitoring progress of multiple tasks simultaneously 3 0 3 0 4.00 1.00 3.33 0.58 Skill in collecting analytical data for open positions 2 1 3 0 3.00 1.00 3.33 1.15 Skill in using applicant tracking systems to manage recruitment process 2 1 3 0 3.33 1.15 3.00 1.00 Skill in cold calling candidates for specialized positions 3 0 3 0 3.67 1.15 3.00 1.00 Skill in researching information on the Internet 3 0 3 0 2.67 1.53 3.00 1.00 Skill in utilizing Microsoft Excel software for reports 2 1 3 0 2.67 1.53 2.67 0.58 Skill in organizing workspace and tasks 3 0 3 0 3.67 1.53 2.67 1.53 Skill in reporting recruitment data for open positions 2 1 2 1 3.33 1.15 2.67 1.53 Skill in using Microsoft Outlook for emails and scheduling 2 1 3 0 2.67 0.58 2.33 0.58 Skill in using Skype for video and phone conferencing 1 2 2 1 2.00 1.00 1.67 0.58
  12. 12. 12 Survey Results- Abilities Ability Necessity Practicality Superior From Average Likely Trouble Yes No Yes No M SD M SD Ability to maintain confidentiality 3 0 3 0 4.00 1.73 5.00 0.00 Ability to listen actively to others 3 0 3 0 4.67 .58 4.67 0.58 Ability to maintain professional maturity at all times 3 0 3 0 4.00 1.72 4.33 .58 Ability to be self-directed 3 0 3 0 4.00 1.00 4.33 .58 Ability to maintain integrity in decision- making processes 3 0 3 0 4.00 1.00 4.33 0.58 Ability to collaborate well with others 3 0 3 00 4.33 0.58 4.3 0.58 Ability to display high attention to detail 3 0 3 0 4.33 1.15 4.00 0.00 Ability to make good judgments 3 0 3 0 4.00 1.00 4.00 1.00 Ability to work well independently 3 0 3 0 3.67 1.15 4.00 1.00 Ability to follow up on assignments and projects in a timely manner 3 0 3 0 4.00 1.00 4.00 0.00 Ability to be flexible with recruiting schedules and tasks 3 0 3 0 3.67 0.58 3.67 0.58 Ability to assess audience and its needs 3 0 3 0 3.67 0.58 3.33 0.58 Ability to meet strict and coexisting deadlines 3 0 3 0 3.67 1.15 3.33 0.58 Ability to act as a credible law and regulation advisor to co-workers 3 0 3 0 4.00 1.00 3.00 1.73 Ability to sit at a desk for long periods of time 3 0 3 0 1.67 0.58 1.67 0.58
  13. 13. 13 Survey Results- Other Characteristics Other Characterisitics Necessity Practicality Superior From Average Likely Trouble Yes No Yes No M SD M SD High school diploma, some college 3 0 3 0 2.67 0.58 4.00 0.00 10-15 years of experience in recruiting 0 3 1 2 2.33 0.58 2.33 0.58 Certifications: PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) 1 2 3 0 2.00 0.00 2.33 0.58 No travel 1 2 1 2 1.00 0.00 1.67 .0.58
  14. 14. 14 Methodology A systematic process was followed in the completion of the job analysis for the Senior Recruiter position at AMTIS, Inc. This process included the following steps: ● Information gathering ● Task statement, KSAO development ● Questionnaire administration ● Response analysis The process followed to complete the job analysis was based on the task inventory method and the combination job analysis method (C-JAM). Due to constraints of time and cost, we were unable to include the group meetings traditionally used in the C-JAM. A job incumbent interview and the reference of outside material related to the recruiter position were used in place of the group meetings. This allowed the job analysts to obtain adequate information to generate task statements and a list of KSAOs. KSAOs are defined by Brannick et al. (2007, p. 62) as the following: Knowledge – memory of technical facts, concepts, language, and procedures related to job performance Skills – developed or trained capacity to perform tasks that involve tools, equipment, or machinery Abilities – enduring capacity to acquire skills or knowledge and to perform tasks proficiently when tools, equipment, and machinery are not major elements of the task Other personal characteristics – job-related interests, preferences, temperament and personality traits that indicate how well an employee will adjust to the job’s working conditions and perform on a daily basis.
  15. 15. 15 Below is a detailed description of the job analysis process that was followed for the Senior Recruiter position. DATA COLLECTION PROCESS 1. Information Gathering The first step in the job analysis process was to gather information about the recruiter position. This included using O*NET to compile a list of the main job tasks and KSAOs needed of a recruiter. These tasks and KSAOs were then used to develop a set of questions about the recruiting position (see Appendix A) and posed to the Senior Recruiter at AMTIS, Inc. as part of a structured interview. Two job a nalysts conducted the interview with the job incumbent, who provided all answers to the set of questions, clarified aspects of the job when needed, and additionally described the Senior Recruiter position in greater depth. 2. Task statement & KSAO development The job analysts then created a list of essential tasks and responsibilities related to the job and identified the KSAOs needed to complete those tasks. A questionnaire was written based on the information about recruiters from O*NET and the content of the job incumbent interview. 3. Questionnaire administration The questionnaire contained 289 items and was administered via a secure web link to Qualtrics, an electronic survey site. The link was e - mailed directly to three AMTIS, Inc. employees: the job incu mbent (the Senior Recruiter), the job incumbent’s supervisor (the Human Resources Manager), and the Human Resources Assistant.
  16. 16. 16 The questionnaire involved the rating of task statements and KSAOs in the following order: ● Task Difficulty (relative to the other job tasks); rated on a 7- point Likert scale from “Very Difficult” to “Very Easy” ● Task Criticality (i.e., degree to which incorrect performance of each task would lead to negative consequences); rated on a 7- point Likert scale from “Not Critical at All” to “Extremely Critical” ● KSAO Necessity (i.e., whether each KSAO is needed in a person hired for the position); rated “Yes” or “No” ● KSAO Practicality (i.e., whether it is practical to expect each KSAO in applicants in the labor market); rated “Yes” or “ No” ● Trouble Likely (i.e., extent of trouble likely to occur if each KSAO is ignored in selection); rated on a 5-point Likert scale from "Very little to none" to "To an extremely great extent" ● KSAO Superior from Average (extent to which a KSAO distinguishes the superior worker from the average worker); rated on a 5-point Likert scale from "Very little to none" to "To an extremely great extent" ● Additional Information (other important tasks or KSAOs that the participants felt should have been included in the questionnaire) Obtaining ratings of tasks and KSAOs on their various traits can be helpful to an organization for a number of reasons. Ratings of task difficulty and criticality are useful for determining training needs, performance appraisal standards, and selection decisions. Ratings of KSAO importance, necessity, and practicality are also useful for organizational purposes. They provide support for selection and hiring decisions by making it clear which characteristics are most essential in applicants to ensure the successful completion of job tasks.
  17. 17. 17 4. Response analysis Responses were collected after the job incumbent, the incumbent’s supervisor, and the Human Resources Assistant completed the questionnaire. Ratings based on the responses were then analyzed to determine the most important aspects of the Senior Recruiter position based on the combined feedback of the three raters. Lastly, the job analysts created a matrix indicating which KSAOs are needed to successfully complete each job task or responsibility.
  18. 18. 18 Conclusions and Recommendations RECOMMENDATIONS: It is recommended that the results of this job analysis be used for personnel selection and training for senior recruiters at AMTIS, Inc. The generated tasks provide information needed for work sample tests, which are used in selection. The tasks are also useful for developing the content within training programs. The generated knowledges, skills, abilities, and other charac teristics (KSAOs) are essential for determining what is necessary to use for selection and training programs. KSAOs should have a majority "yes" rating for practicality and necessity. If this requirement is not met, the KSAO should not be included in the selection criteria, and employees should not be trained on that characteristic. For selection, the ratings for "trouble likely" are the most essential. KSAOs with scores that are above 1.5 should be sought after during the selection process. Average ratings of scores for "superior from average" items must be above 1.5 to be used to develop training materials. Those items can also be used as a screening measure to determine which candidates are "most qualified" or "least qualified." KSAO items that have an average below 1.5 can be used to determine which candidates should be selected. WHAT WAS LEARNED: The job analysis turned out to be much more challenging than expected. The biggest challenge was that the company was small and there was only one incumbent for the Senior Recruiter position. Despite this, we still had to gather an adequate amount of information and report meaningful results. If we had to go through this process again, we would observe the job incumbent since there was only one. This way, there would have been multiple sources of data to use for generating tasks statements and KSAOs. We would also have the SMEs review our generated task statements prior to creating KSAOs.
  19. 19. 19 Appendix A- Job Interview Form Job Analysis Interview Form Job Title: Gender: Ethnicity: Age: Length of time on the job: Length of time at company: 1. Can you describe a typical day from the time you come in to the time you leave? 2. What is your highest level of education? 3. What level of education did you need to acquire the job? 4. What level of education do you think is acceptable for the job? 5. Are there any certifications that are important for the job? 6. What knowledges do you think someone should know coming into the job? 7. How frequently do you travel? 8. Do you work from home? 9. How often do you travel? 10. Do you sit at your desk most of the day or are you standing and moving around? 11. Do you work more independently or collaborating with a team? 12. Ask about multi-tasking and prioritizing 13. Are there a lot of strict deadlines? 14. How many projects are typically working on at one time? 15. Are there flexible work hours? 16. How often do you work from home? 17. What technology or tools do you use the most?
  20. 20. 20 18. What tasks do you only have to do on a weekly basis? a. A monthly basis? b. A yearly basis? 19. How much autonomy do you have on a day-to-day basis? 20. How many hours do you work per week? 21. Do you have to work on the weekends often? 22. Do you stay late often? 23. Does the job require attention to detail/creativity? 24. If you had to describe what a recruiter does in 3 words, what would they be? (To determine what is most important) 25. What do other people in your position do? 26. What abilities would someone need to do your job? 27. How long do projects typically take 28. Is customer service an important part of the job? 29. Do you use any special software programs? 30. What would a senior recruiter do? 31. What would an entry-level recruiter do? 32. Years of experience? 33. What skills would someone need to do your job?
  21. 21. 21 Appendix B- Job Analysis Survey Job Analysis Questionnaire Thank you for assisting us in the job analysis process. The job analysis we are conducting is for the Senior Recruiter position at AMTIS, Inc. The purpose of this questionnaire is to determine the importance of various tasks, knowledges, skills, abilities, and other characteristics related to the Senior Recruiter position. Your input will allow us to determine the necessary requirements of the job and to create an updated job description. There are two parts to the questionnaire. The first part of the questionnaire will focus on the tasks within the job. The second part will focus on the knowledges, skills, abilities, and other characteristics needed to perform the job. At the end of the questionnaire, there will be a space to provide feedback and to add any important tasks, knowledges, skills, abilities, or other characteristics related to the job that were not listed. As you complete the questionnaire, please: -Remember to take your time -Use your best judgment -Provide a response to EVERY item We appreciate your time!
  22. 22. 22 Q1 Rate the difficulty (i.e., difficulty of doing the task correctly relative to all other tasks within job) of each task/responsibility below. Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Collaborate with hiring managers and human resources manager to create interview questions for various positions        Search Internet and other resources for sample interview questions        Conduct interviews over the phone        Advise hiring managers on hiring and discrimination laws in order to prevent legal issues        Review applications to ensure that they are up to date        Review hiring procedures to ensure that processes are meeting each department's needs        Review EEO statement to make sure it is up to date        Refine recruitment strategy yearly to make sure it is aligned with affirmative action plan        Create reports to provide details on affirmative action        Create lists to keep track of open positions        Create lists to keep track of positions’ status        Review credentials of new applicants to determine suitability for open positions        Create job postings and descriptions for open positions to attract qualified applicants       
  23. 23. 23 Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Upload formatted resumes into applicant tracking system        Conduct phone interviews to evaluate suitability of job candidates        Attend meetings with hiring managers to discuss recruitment strategy        Ensure adequacy of job descriptions for new position openings        Consult with hiring manager about suitable locations for posting new job openings        Consult with hiring manager about how and where to locate suitable candidates for open positions        Determine which educational qualifications and professional skills are necessary for open positions        Determine which duties are required for open positions        Upload formatted resumes into applicant tracking system        Conduct phone interviews to evaluate suitability of job candidates        Attend meetings with hiring managers to discuss recruitment strategy        Ensure adequacy of job descriptions for new position openings        Consult with hiring manager about suitable locations for posting new job openings        Inform hiring managers of promising job applicants        Electronically alert applicants in a timely manner if position has been filled       
  24. 24. 24 Very Difficult Difficult Somewhat Difficult Neutral Some what Easy Easy Very Easy Utilize Microsoft Outlook to keep track of candidates awaiting hiring decisions        Match open positions to qualified job candidates        Determine which applicants are qualified for open positions        Utilize LinkedIn, Monster, Indeed, and other job sites to locate and contact qualified candidates        Make cold calls in order to notify qualified candidates of specialized job openings        Report to hiring manager on recruitment activity        Keep track of analytics for budgeting purposes        Stay informed of current EEO laws in order to ensure legal compliance of job postings and hiring practices        Utilize Microsoft Outlook to keep track of candidates awaiting hiring decisions        Match open positions to qualified job candidates        Determine which applicants are qualified for open positions        Utilize LinkedIn, Monster, Indeed, and other job sites to locate and contact qualified candidates        Make cold calls in order to notify qualified candidates of specialized job openings        Report to hiring manager on recruitment activity        Keep track of analytics for budgeting purposes       
  25. 25. 25 Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Stay informed of current EEO laws in order to ensure legal compliance of job postings and hiring practices        Keep hiring managers informed of legal issues in hiring        Advise hiring managers on legally defensible practices for hiring        Travel one to two times per year for long-distance recruitment        Work with colleagues to develop recruitment policy changes in order to suit company needs        Keep track of deadlines for contract positions in order to onboard and hire within time limits        Ensure process improvement for company needs        Report on affirmative action information to ensure compliance with laws        Develop recruitment strategies based on affirmative action laws        Ensure job posting compliance with EEO laws and federal and state laws        Customize applicant system to suit company needs        Work on special projects        Ensure job descriptions comply with contract specifications        Provide quality customer service to employees, applicants, and candidates        Utilize applicant tracking system for data-reporting purposes        Use Excel software to keep track of recruitment analytics       
  26. 26. 26 Q2 Please rate the CRITICALITY (degree to which incorrect performance would lead to negative consequences of each task/responsibility below. Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Collaborate with hiring managers and human resources manager to create interview questions for various positions        Search Internet and other resources for sample interview questions        Conduct interviews over the phone        Advise hiring managers on hiring and discrimination laws in order to prevent legal issues        Review applications to ensure that they are up to date        Review hiring procedures to ensure that processes are meeting each department's needs        Review EEO statement to make sure it is up to date        Refine recruitment strategy yearly to make sure it is aligned with affirmative action plan        Create reports to provide details on affirmative action        Create lists to keep track of open positions        Create lists to keep track of positions’ status        Review credentials of new applicants to determine suitability for open positions        Create job postings and descriptions for open positions to attract qualified applicants       
  27. 27. 27 Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Upload formatted resumes into applicant tracking system        Conduct phone interviews to evaluate suitability of job candidates        Attend meetings with hiring managers to discuss recruitment strategy        Ensure adequacy of job descriptions for new position openings        Consult with hiring manager about suitable locations for posting new job openings        Consult with hiring manager about how and where to locate suitable candidates for open positions        Determine which educational qualifications and professional skills are necessary for open positions        Determine which duties are required for open positions        Upload formatted resumes into applicant tracking system        Conduct phone interviews to evaluate suitability of job candidates        Attend meetings with hiring managers to discuss recruitment strategy        Ensure adequacy of job descriptions for new position openings        Consult with hiring manager about suitable locations for posting new job openings        Inform hiring managers of promising job applicants        Electronically alert applicants in a timely manner if position has been filled       
  28. 28. 28 Very Difficult Difficult Somewhat Difficult Neutral Some what Easy Easy Very Easy Utilize Microsoft Outlook to keep track of candidates awaiting hiring decisions        Match open positions to qualified job candidates        Determine which applicants are qualified for open positions        Utilize LinkedIn, Monster, Indeed, and other job sites to locate and contact qualified candidates        Make cold calls in order to notify qualified candidates of specialized job openings        Report to hiring manager on recruitment activity        Keep track of analytics for budgeting purposes        Stay informed of current EEO laws in order to ensure legal compliance of job postings and hiring practices        Utilize Microsoft Outlook to keep track of candidates awaiting hiring decisions        Match open positions to qualified job candidates        Determine which applicants are qualified for open positions        Utilize LinkedIn, Monster, Indeed, and other job sites to locate and contact qualified candidates        Make cold calls in order to notify qualified candidates of specialized job openings        Report to hiring manager on recruitment activity        Keep track of analytics for budgeting purposes       
  29. 29. 29 Very Difficult Difficult Somewhat Difficult Neutral Somewhat Easy Easy Very Easy Stay informed of current EEO laws in order to ensure legal compliance of job postings and hiring practices        Keep hiring managers informed of legal issues in hiring        Advise hiring managers on legally defensible practices for hiring        Travel one to two times per year for long-distance recruitment        Work with colleagues to develop recruitment policy changes in order to suit company needs        Keep track of deadlines for contract positions in order to onboard and hire within time limits        Ensure process improvement for company needs        Report on affirmative action information to ensure compliance with laws        Develop recruitment strategies based on affirmative action laws        Ensure job posting compliance with EEO laws and federal and state laws        Customize applicant system to suit company needs        Work on special projects        Ensure job descriptions comply with contract specifications        Provide quality customer service to employees, applicants, and candidates        Utilize applicant tracking system for data-reporting purposes        Use Excel software to keep track of recruitment analytics       
  30. 30. 30 Q3 Please choose whether or not each of the following knowledges, skills, abilities, and other characteristics is NECESSARY for hired employees. Yes No Knowledge of discrimination laws that are enforced by the EEOC (Title VII, Disability Act, Civil Rights Act, etc.)   Knowledge of affirmative action policies for selection   Knowledge of Federal laws (civil rights, age, disability, etc.)   Knowledge of various recruitment strategies   Knowledge of applicant tracking systems that are available   Knowledge of how to effectively use applicant tracking systems for recruiting   Knowledge of candidate sourcing techniques   Knowledge of how to write effective job descriptions   Knowledge of how to conduct an interview   Knowledge of what a good resume entails   Knowledge of process improvement strategies for recruiting   Knowledge of full-cycle recruiting components   Knowledge of how to recruit within the government contracting industry   Skill in using Skype for video and phone conferencing   Skill in using Microsoft Outlook for emails and scheduling   Skill in using applicant tracking systems to manage recruitment process   Skill in utilizing Microsoft Excel software for reports   Skill in organizing workspace and tasks   Skill in applying time management in all aspects of work   Skill in monitoring progress of multiple tasks simultaneously   Skill in engaging excellent customer service when communicating with others   Skill in communicating orally with others   Skill in cold calling candidates for specialized positions   Skill in written communication   Strong interpersonal skills   Skill in collecting analytical data for open positions   Skill in reporting recruitment data for open positions   Skill in researching information on the Internet   Skill in writing job descriptions   Skill in generating interview questions  
  31. 31. 31 Yes No Ability to maintain confidentiality   Ability to have high attention to detail   Ability to make good judgments   Ability to maintain professional maturity at all times   Ability to listen actively to others   Ability to sit at a desk for long periods of time   Ability to assess audience and its needs   Ability to meet strict and coexisting deadlines   Ability to be flexible with recruiting schedules and tasks   Ability to work well independently   Ability to be self-directed   Ability to follow up on assignments and projects in a timely manner   Ability to maintain integrity in decision-making processes   Ability to act as a credible law and regulation advisor to co-workers   Ability to collaborate well with others   High school diploma, some college   10-15 years of experience in recruiting   No travel   Certifications: PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)  
  32. 32. 32 Q4 Please choose whether or not the following knowledges, skills, abilities, and other characteristics are PRACTICAL to expect in the labor market. Yes No Knowledge of discrimination laws that are enforced by the EEOC (Title VII, Disability Act, Civil Rights Act, etc.)   Knowledge of affirmative action policies for selection   Knowledge of Federal laws (civil rights, age, disability, etc.)   Knowledge of various recruitment strategies   Knowledge of applicant tracking systems that are available   Knowledge of how to effectively use applicant tracking systems for recruiting   Knowledge of candidate sourcing techniques   Knowledge of how to write effective job descriptions   Knowledge of how to conduct an interview   Knowledge of what a good resume entails   Knowledge of process improvement strategies for recruiting   Knowledge of full-cycle recruiting components   Knowledge of how to recruit within the government contracting industry   Skill in using Skype for video and phone conferencing   Skill in using Microsoft Outlook for emails and scheduling   Skill in using applicant tracking systems to manage recruitment process   Skill in utilizing Microsoft Excel software for reports   Skill in organizing workspace and tasks   Skill in applying time management in all aspects of work   Skill in monitoring progress of multiple tasks simultaneously   Skill in engaging excellent customer service when communicating with others   Skill in communicating orally with others   Skill in cold calling candidates for specialized positions   Skill in written communication   Strong interpersonal skills   Skill in collecting analytical data for open positions   Skill in reporting recruitment data for open positions   Skill in researching information on the Internet   Skill in writing job descriptions   Skill in generating interview questions  
  33. 33. 33 Yes No Ability to maintain confidentiality   Ability to have high attention to detail   Ability to make good judgments   Ability to maintain professional maturity at all times   Ability to listen actively to others   Ability to sit at a desk for long periods of time   Ability to assess audience and its needs   Ability to meet strict and coexisting deadlines   Ability to be flexible with recruiting schedules and tasks   Ability to work well independently   Ability to be self-directed   Ability to follow up on assignments and projects in a timely manner   Ability to maintain integrity in decision-making processes   Ability to act as a credible law and regulation advisor to co-workers   Ability to collaborate well with others   High school diploma, some college   10-15 years of experience in recruiting   No travel   Certifications: PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)  
  34. 34. 34 Q5 Rate the extent of trouble that is likely to occur if the following knowledges, skills, abilities, and other characteristics are ignored in selection. Very Little or None To Some Extent To a Great Extent To a Very Great Extent To an Extremely Great Extent Knowledge of discrimination laws that are enforced by the EEOC (Title VII, Disability Act, Civil Rights Act, etc.)      Knowledge of affirmative action policies for selection      Knowledge of affirmative action policies for selection      Knowledge of Federal laws (civil rights, age, disability, etc.)      Knowledge of various recruitment strategies      Knowledge of applicant tracking systems that are available      Knowledge of how to effectively use applicant tracking systems for recruiting      Knowledge of candidate sourcing techniques      Knowledge of how to write effective job descriptions      Knowledge of how to conduct an interview      Knowledge of what a good resume entails      Knowledge of process improvement strategies for recruiting      Knowledge of full-cycle recruiting components      Knowledge of how to recruit within the government contracting industry      Skill in using Skype for video and phone conferencing      Skill in using Microsoft Outlook for emails and scheduling      Skill in using applicant tracking systems to manage recruitment process      Skill in utilizing Microsoft Excel software for reports      Skill in organizing workspace and tasks     
  35. 35. 35 Skill in applying time management in all aspects of work      Skill in monitoring progress of multiple tasks simultaneously      Skill in engaging excellent customer service when communicating with others      Skill in communicating orally with others      Skill in cold calling candidates for specialized positions      Skill in written communication      Strong interpersonal skills      Skill in collecting analytical data for open positions      Skill in reporting recruitment data for open positions      Skill in researching information on the Internet      Skill in writing job descriptions      Skill in generating interview questions      Ability to maintain confidentiality      Ability to have high attention to detail      Ability to make good judgments      Ability to maintain professional maturity at all times      Ability to listen actively to others      Ability to sit at a desk for long periods of time      Ability to assess audience and its needs      Ability to meet strict and coexisting deadlines      Ability to be flexible with recruiting schedules and tasks      Ability to work well independently      Ability to be self-directed      Ability to follow up on assignments and projects in a timely manner      Ability to maintain integrity in decision-making processes      Ability to act as a credible law and regulation advisor to co- workers      Ability to collaborate well with others      High school diploma, some college      10-15 years of experience in recruiting      No travel      Certifications: PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)     
  36. 36. 36 Q6 Rate the extent to which the following knowledges, skills, abilities, and other characteristics distinguish the SUPERIOR from the AVERAGE worker. Very Little or None To Some Extent To a Great Extent To a Very Great Extent To an Extremely Great Extent Knowledge of discrimination laws that are enforced by the EEOC (Title VII, Disability Act, Civil Rights Act, etc.)      Knowledge of affirmative action policies for selection      Knowledge of affirmative action policies for selection      Knowledge of Federal laws (civil rights, age, disability, etc.)      Knowledge of various recruitment strategies      Knowledge of applicant tracking systems that are available      Knowledge of how to effectively use applicant tracking systems for recruiting      Knowledge of candidate sourcing techniques      Knowledge of how to write effective job descriptions      Knowledge of how to conduct an interview      Knowledge of what a good resume entails      Knowledge of process improvement strategies for recruiting      Knowledge of full-cycle recruiting components      Knowledge of how to recruit within the government contracting industry      Skill in using Skype for video and phone conferencing      Skill in using Microsoft Outlook for emails and scheduling      Skill in using applicant tracking systems to manage recruitment process      Skill in utilizing Microsoft Excel software for reports      Skill in organizing workspace and tasks     
  37. 37. 37 Skill in applying time management in all aspects of work      Skill in monitoring progress of multiple tasks simultaneously      Skill in engaging excellent customer service when communicating with others      Skill in communicating orally with others      Skill in cold calling candidates for specialized positions      Skill in written communication      Strong interpersonal skills      Skill in collecting analytical data for open positions      Skill in reporting recruitment data for open positions      Skill in researching information on the Internet      Skill in writing job descriptions      Skill in generating interview questions      Ability to maintain confidentiality      Ability to have high attention to detail      Ability to make good judgments      Ability to maintain professional maturity at all times      Ability to listen actively to others      Ability to sit at a desk for long periods of time      Ability to assess audience and its needs      Ability to meet strict and coexisting deadlines      Ability to be flexible with recruiting schedules and tasks      Ability to work well independently      Ability to be self-directed      Ability to follow up on assignments and projects in a timely manner      Ability to maintain integrity in decision-making processes      Ability to act as a credible law and regulation advisor to co- workers      Ability to collaborate well with others      High school diploma, some college      10-15 years of experience in recruiting      No travel      Certifications: PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)     
  38. 38. 38 Q7 If you have any items to add (important tasks, knowledges, skills, abilities, or other characteristics related to the job) or feedback for us, please enter it in the space below. This completes the job analysis questionnaire. Again, thank you for your time. If you have any questions, feel free to contact Kristin Marcelle or Ashley Thompson.
  39. 39. 39 Brannick, M.T., Levine, E.L., & Morgeson, F.P. (2007). Job and work analysis: Methods, research, and applications for human resource management (2nd Ed). Thousand Oaks, CA: Sage Publications, Inc. Onet Online. (2015.). U.S. Department of Labor. http://www.onetonline.org/link/summary/13- 1071.00 Senior Recruiter Job Description and Career. (n.d.). Retrieved April 13, 2015, from http://www.villanovau.com/resources/hr/senior-hr-recruiter-job-description/#.VSr8Y84rjww References

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