The Contribution of Job Analysis to Recruitment

James A. Breaugh

Introduction

It is generally accepted that an organization’s success depends on the quality of its workforce. Because the way an employer recruits influences the type of individuals that are hired, the importance of the recruitment process is widely recognized (Darnold & Rynes, 2013). This chapter describes how an employer attempting to fill a job opening needs to have certain types of information concerning the position (e.g., skills needed, job rewards) in order to intelligently answer three important recruitment questions: ‘Whom should we target for recruitment?’ ‘What should we convey in a recruitment message?’ and ‘How can we design a recruitment website?’ In many cases, not all the information needed is readily available (e.g., obtained from an existing job description). Therefore, many organizations will need to supplement the information they do possess on a job with information gathered from a job analysis conducted for recruitment purposes. In order to understand how to conduct such a job analysis and why the results of a traditional job analysis are likely to be deficient for recruitment purposes, I begin this chapter by providing an overview of the topic of job analysis. Following this, I discuss the topic of job analysis from a recruitment perspective. Next, I address each of the three recruitment questions. The chapter concludes by noting several issues that merit future research.

 
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