Job Analysis Specialist Functions
- Perform Research
- Ensure Compliance With Laws
- Write Job Descriptions
- Prepare Salary Scales
- Determine Position Classifications
A job analysis specialist performs a number of important functions for their company. Primarily, they are responsible for managing the positions within a company – both currently existing and new ones. A bachelor’s degree and prior work experience are usually required to land this job. This guide will outline five duties employees in this position perform.
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1. Perform Research
One of the primary tasks these employees do is perform research. They look into job descriptions posted by other companies, see what the competition is offering and determine how much a position is usually paid. Conducting research is important to ensure everything about the position listing is ideal and correct from the very beginning. These specialists also evaluate positions that already exist within the company to determine if they are still needed. A specialist in job analysis is also responsible for providing reports to company executives on the results of their analyses. This helps business executives and HR managers make the best hiring decisions for the company.
2. Ensure Compliance With Laws
A job analysis specialist must always be concerned with whether their company is adhering to applicable federal and state laws. For example, they must know that they cannot outright say or even infer that they would prefer (or not prefer) a person of a protected class in a job description. Protected classes include race and disability status. They also must know what positions can legally be considered as exempt vs. non-exempt.
3. Write Job Descriptions
One of the foremost duties of job analysis specialists is writing job descriptions. This is an integral part of the hiring process because the right description will attract the right kind of job seekers to the position. Position descriptions must be clear and detailed. As previously mentioned, these employees must comply with all relevant laws when writing a job description. Per the Bureau of Labor Statistics, solid writing skills and strong communication with the department looking to hire the new employee are essential.
4. Prepare Salary Scales
Job analysis specialists decide what salary range will accompany each position. To do this, they must take into account their company’s finances as well as the competitive pay for that position in the area. Candidates for the job are bound to negotiate their salary, which is why a range prepared in advance is important. By establishing an acceptable salary range beforehand, the company will be in the best possible place for negotiation. This range will also leave room for taking into consideration the candidate’s experience and skill level.
5. Determine Position Classifications
These employees determine whether positions are exempt or non-exempt, which is required by federal law. There may also be internal classifications they will have to categorize the job into. Job analysis specialists start thinking about classification the moment the company begins talking about adding a new position. Exempt employees are usually salaried and non-exempt employees are not. Non-exempt employees must be paid hourly for every hour they work (including overtime), while exempt employees are paid a set salary instead. Only a handful of job types, such as executive, supervisory and professional roles, can be exempt.
This career is not well known, although it does play an important role. Companies need job analysis specialists to determine what positions are no longer needed and which ones need to be added. A job analysis specialist performs their duties to get the hiring process off to the right start.
