• Employee Surveys
  • Employee Opinion Surveys
  • 360 Degree Feedback
  • Training Needs Assessment
• HR Software
  • 360 Degree Feedback
  • Applicant Tracking Systems
  • Compensation Administration
  • HRIS/HRMS Software Systems
  • Onboarding/Employee Transition
  • HR Mobile Apps
  • Interactive Voice Response
  • Intranets
  • Photo ID Systems
  • Payroll
  • Personnel Scheduling
  • Benefits Administration
  • EEO Compliance
  • Emp. Feedback/Opinion Surveys
  • Emp. Self Service Apps.
  • Job Posting/Recruitment
  • Organizational Charts
  • Testing/Selection
  • Performance Appraisal
  • Training and Development
  • Interviewing Software
  • Links to other HR Resources
  • Time and Attendance/Workforce Management
  • Talent Management Solutions
• Documents
  • Job Descriptions
  • Policies and Regulations
  • Employee Handbooks
  • Faculty Handbooks
  • Affirmative Action Resources
  • Position Description Questionnaires
  • Job Classification Systems
  • Compensation Systems
• Job Analysis
• HR Guides
• 360-Feedback
  • Item Bank
  • Sample Questionnaires
  • Create Your Own Survey

Job Analysis: Tips and FAQs: Interview

Conducting the Interview

Often an employee may feel uncomfortable being interviewed for a Job Analysis. The employee may feel that the results of the job analysis will adversely affect them in terms of salary or working conditions.

Help the employee feel welcome and at ease. Break the ice by being warm and welcoming. Offer coffee or water, offer to take their coat, ask if they had any trouble finding your office. A few minutes of pleasant general talk will set a positive tone for the interview.

Arrange a private place forthe interview, and make arrangements so that you are not interrupted and so the employee may speak candidly about their job.

Give the employee an overview of the interview procedure. Take a few minutes to recap the essential functions of the job, and to explain why this analysis is important.

Let the employee know that you may need a few minutes every now and then to jot down their comments or your thoughts -- explain that your notes will be helpful later as you prepare the description of the job.

Carefully Construct Interview Questions

Questions should be open-ended. Open-ended questions provide a framework in which to respond, yet leave the responsibility with the employee to determine the level of detail to provide in the response.

Example:

"Describe how you balance the monthly accounting report."

Avoid "yes-no" questions, unless they are the best way to get right to the point of an essential duty.

Example:

"Have you ever used power tools when performing electrical work?"

In developing interview questions, it is important to ensure that questions are:

• Realistic given the requirements of the job
  
• Complex enough to allow adequate demonstration of the KSAs being assessed
  
• Stated in a straightforward unambiguous manner
  
• Formulated at the language level appropriate for the employee being interviewed