KSA’s are often the foundational blocks that build the entire recruiting process, or at least they should be. Despite this being seemingly common knowledge, many organizations are not utilizing a legitimate job profile or they are using an outdated one. The job title might not have changed, but it is an error to assume that the knowledge, skills, and abilities (KSA) have remained the same. Many of the tools, and even the products that we sell, have changed drastically in the last few years and the KSA’s necessary to use those tools have evolved as well.

With the invention of new technology (tablets, tech, speech to text, power tools, etc) the KSA’s that were once necessary for successful job performance might have changed dramatically. The skills needed for successful job performance have changed slowly and in most cases imperceptibly. This is one reason that many organizations are working off of old job profiles and outdated KSA’s. Today I will share with you a few things to keep in mind when attempting to uncover necessary KSA’s and create a job profile that will help you win at the talent game.

Job Analysis

The first thing to do when you want to find top talent is to know what it looks like. A thorough job analysis is the critical first step in winning the talent game. Unfortunately, many organizations skip this crucial step or engage in half measures when doing a job analysis; don’t be that guy. This is the step in the process that all others constructs are built from. Do not short cut it. Why spend a fortune on other aspects of the hiring process like; expensive assessments, high dollar recruiters, and multiple interviews only to have half a picture painted of what those expensive assessments are supposed to uncover?

Job analysis can be implemented in a variety of ways, but I recommend using the following 3 methods at a minimum: SME, critical incidents, and incumbent/supervisor interviews. Each has its strengths and weaknesses and this is why I strongly advise you to always use more than one method when conducting a job analysis; the weakness of one method can be overcome with the strength of the other methods. Even if you do not use one of these 3 that I recommend, find a good mix of methods that will enable you to dig deep into the job. A job analysis should produce at a minimum a solid job description, job tasks, and the KSA’s necessary to perform those tasks satisfactorily.

Review Every Year

Create a policy to review your job profile every year. Do it every year, even if you don’t think you need to. When it comes to talent you cannot afford to be lazy. Reconduct the entire job analysis if necessary using the same methods as before or utilizing new ones. Have new hires review the profile as well as incumbents. You might be surprised to see that the perception of the job is different between the two individuals. If this is the case you more than likely need to change something in the job profile so that everyone’s perceptions are aligned. There will be small variances, but if new hires and old hands are not close on the perception of the job then you have a problem. A problem that surfaces in the form of huge variances in job performance and organizational morale. You cannot afford it. Review the job profile and reconduct the job analysis if dissonance is present.

Conducting a thorough job analysis is crucial to making great hiring decisions. It is the bedrock for which all other recruiting processes will be built upon. Even if you have a job profile, review it every year to ensure that needs have not changed and that it is up to date. Use more than one method when conducting your job analysis to ensure that you have painted a clear picture of the position, the tasks and duties for the positions, and the KSA’s necessary for satisfactory job performance.

We have only scratched the surface of what it takes to hire great talent and we have only peered into the shallows of what it takes to conduct a solid job analysis. Whether you are a seasoned HR professional, a hiring manager, a leader intent on making great hires, or someone who is wanting to move into leadership and is smart enough to know that great recruiting skills are crucial for success; then sign up for our newsletter at https://vezinaconsulting.com/blog. In the upcoming weeks, I will be writing more content on job analysis, critical incidents, SME, competency modeling, and other constructs of hiring great talent that is sure to be impactful to you and your organization.

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