Job Evaluations

It is generally thought as good practice to evaluate the job that has become vacant, before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job. You should start this process by asking the following questions:

• Has the function changed?
• Have the work patterns, new technology introduced or new products altered this job in anyway?
• Will there be any changes anticipated which will require different or more flexible skills from the new candidate?
• What skills do we need the new candidate to have that the existing job holder didn’t have but needed?

These answers will enable you to clarify the actual requirements of the job and how it fits into the rest of the organisation. It is recommended that you use the exit interview from current job holders to identify any gaps, problem areas or skills that are required for the new job holder to the employers attention bring about effective change in that role.

A systematic approach towards this will show that you are not just thinking about the content (such as the tasks) making up the job, but the job’s purpose, the outputs required by the job holder, what skills and aptitudes are required and how it fits into the organisation’s culture and structure.

Upon completing your job analysis for that role, you will be able to form the basis of your new or modified job description and person specification.

HR Tool Kit:

• Recruitment
• HR Guide to Writing a Job Description and Person Specification
• Example of Job Analysis Templates
• Example of Job Description Template
• Department of Labour - Gender Inclusive Job Evaluation Standard
• Department of Labour - Gender inclusive guide