This job analysis report summarizes the results of a job analysis conducted for the Senior Recruiter position at AMTIS, Inc. A questionnaire was administered to three subject matter experts to gather data on the tasks, responsibilities, knowledge, skills, abilities, and other characteristics required for the position. The results identified locating qualified applicants, communicating with candidates and hiring managers, and planning recruitment strategies as key functions of the role. Key qualifications included knowledge of discrimination laws, strong interpersonal and communication skills, and the ability to maintain confidentiality. The job analysis provides a comprehensive overview of the essential elements of the Senior Recruiter position.

1. JOB ANALYSIS REPORT
FOR SENIOR RECRUITER
APRIL 2015
AMTIS, INC.

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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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