How can you identify risks and challenges through job analysis?

1 Legal and ethical issues

One of the main risks of job analysis is that it may violate the legal and ethical standards of different countries or regions, especially when it comes to diversity, inclusion, and discrimination. For example, some countries may have laws that prohibit asking certain questions or collecting certain data about candidates or employees, such as their age, gender, race, religion, disability, or marital status. Other countries may have laws that require employers to provide equal opportunities and accommodations for candidates or employees with different backgrounds, needs, or preferences. Therefore, you need to be aware of the legal and ethical implications of your job analysis methods and outcomes, and ensure that they comply with the relevant regulations and norms of the locations where you operate or recruit.

3 Data quality and reliability

A third risk of job analysis is that it may produce data that are inaccurate, incomplete, or inconsistent, which may compromise the quality and reliability of your job descriptions, specifications, and performance standards. For example, some sources of data, such as interviews, surveys, or observations, may be subject to biases, errors, or distortions from the respondents, observers, or analysts. Some data may be outdated, irrelevant, or insufficient to reflect the current or future needs of the job or the organization. Some data may vary depending on the context, situation, or perspective of the data collection or analysis. Therefore, you need to ensure that your data collection and analysis methods are valid, reliable, and objective, and that your data are updated, relevant, and sufficient to support your job analysis outcomes.

4 Stakeholder involvement and alignment

A fourth risk of job analysis is that it may encounter resistance or disagreement from the stakeholders involved in or affected by the job analysis process or outcomes. For example, some stakeholders, such as managers, employees, or candidates, may have different expectations, opinions, or interests regarding the job requirements, expectations, or performance criteria. Some stakeholders may feel excluded, ignored, or threatened by the job analysis process or outcomes, and may not support or cooperate with them. Some stakeholders may have conflicting or competing goals, agendas, or priorities that may hinder the job analysis process or outcomes. Therefore, you need to ensure that your stakeholders are engaged, informed, and aligned throughout the job analysis process, and that you address their concerns, feedback, or suggestions in a timely and respectful manner.

5 Change management and evaluation

A fifth risk of job analysis is that it may not be effectively implemented , communicated, or evaluated, which may limit its impact and value for your global talent acquisition and management. For example, some changes resulting from the job analysis process or outcomes, such as new or revised job descriptions, specifications, or performance standards, may not be properly communicated, understood, or accepted by the relevant parties, such as managers, employees, or candidates. Some changes may not be aligned with or supported by the existing policies, systems, or processes of the organization, such as recruitment, selection, training, or compensation. Some changes may not be monitored, measured, or reviewed to assess their effectiveness, efficiency, or outcomes. Therefore, you need to ensure that your job analysis process or outcomes are integrated with and supported by your change management and evaluation strategies, and that you track, report, and improve your job analysis results and impacts.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?