Strategic Human Resources

with Catherine Mattice

Job Analysis Worksheet

Job title:

Reports to:

Objective/scope:

Work environment:

Work schedule: Total hours per week:

Tasks, roles, or Deliverables/ Frequency Importance

responsibilities expectations (e.g., somewhat
(e.g., daily, monthly,
vs. extremely)
or annually)

Knowledge, skills, and abilities (KSAs) required to be effective in this position:

Critical KSAs Desirable KSAs

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 Exempt or nonexempt:

Required experience:

Required education:

Physical requirements:

Equipment used:

Financial responsibility:

Special hazards or
issues:
Other comments:

Sample Job Analysis Questions

Below are some examples of questions you might ask employees as you conduct a job analysis:

• List the names and job titles of people who you supervise, and the percentage of time spent doing
so.

• What is the level of education a person should have completed in order to fulfill the requirements of
this job?

• What type of special training, skills, or experience should a person possess before starting in this
position?

• What training or experience have you received in this position, and how long would it take the
average person to perform this work without your close supervision?

• What machines or equipment do you operate during your work and for what percentage of your
time?

• What do you consider to be the most important decisions that you alone make in the course of your
day, and what percentage of your time is devoted to making such decisions?

• What responsibility do you have for dealing with customers or other persons outside the company?

• What are some of the specific things or duties that you perform that are not listed on your current
job description?

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Sample Behavior-Based Interview Questions

Below are some examples of behavior-based interview questions you might ask during an interview with a
potential candidate. Remember that behavior-based interview questions should be developed specifically
for each position after you have conducted a job analysis. A behavior-based interview question always
starts with “Tell me about a time…” in order to elicit an example from the candidate’s past.

Examples:

• Tell me about a time you had to deal with an irate customer. Describe the circumstances in detail,
the actions you took, and the outcome of your actions. Tell me what the results were. What did you
learn?

• Tell me about a time you went above and beyond for a customer or fellow employee. What was the
outcome? Why did you go above and beyond in that particular situation?

• Tell me about a time a group project you worked on was failing, and how did you participate in
saving it from failing. Or tell me about a time a project did fail. Tell me why the project wasn’t
succeeding, what role you played in that or in making it better, and what the outcome was.

• Tell me about a time you disagreed with a coworker or manager, or were in conflict with someone
you worked with. What were you in conflict over, and how did you resolve it?

• Tell me about a time you made a mistake at work. How did you resolve it?

• Tell me about a time you excelled tremendously at work or did something awesome. What was it,
how did you achieve it, and what was the outcome?

Here are some good follow-up questions:

• “What led you to…?” • “Give me more detail about what you did.”

• “What eventually happened?” • “How did others see the situation?”

• “Looking back, what would you do differently?” • “What kind of feedback did you get?”

• “Compare your reaction to what others • “Is this typical for you?”
might have done.” • “What did you learn?”
• “What was the outcome?”
• “How did that make you feel?”
• “Why did you do that?”
• “What was the financial impact?”

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