All leaders agree: skill shortages are an expensive, time-wasting barrier to effective hiring and training. How can employers determine which individuals are the best fit for highly skilled positions or which workers are the top candidates to receive job-specific training?
This is why nearly 75% of businesses use job analysis – the process of analyzing the skills needed for job tasks – in their recruiting and hiring practices, according to a recent study by Society for Human Resource Management and ACT. With job analysis:
- Employers can identify skills and skill levels current and prospective employees need in order to be successful on the job.
- Individuals can compare their skill levels to those needed for jobs.
- Trainers and trainees can make appropriate decisions about jobs, identify strengths, and set training goals.
The ACT job analysis method – ACT job profiling – links job tasks with ACT WorkKeys® job skill assessment to pinpoint benchmarks for hiring, recruiting, advancement, and training. ACT job profiling takes a focus-group approach, using input from employees to ensure customized job analysis.
ACT job profiling brings the specifics of a job into focus. It provides users with:
- A detailed, customized task list – this is the first step in developing a comprehensive job description, training materials, performance appraisal instruments, and other human resources tools.
- A personalized content validity report – your report contains detailed rationale linking job tasks to ACT WorkKeys® skill levels.
- Useful information for hiring, promotion, and training – job profiling establishes content validity for the assessments so you can feel confident using them to make selection, advancement, and training decisions.
- Employee support – Employees actively participate in the job profiling process, increasing the likelihood for buy-in and goodwill.