Job Analysis & JD Writing — Full Course Syllabus

Learn the discrete skills to perform job analysis and produce clear, inclusive, and legally mindful job descriptions that enable effective hiring.

1. 1. Purpose of Job AnalysisDefine why job analysis is performed and how its outputs support hiring, compliance, and role design.
2. 2. Types of Job Analysis DataDistinguish between tasks, responsibilities, skills, knowledge, abilities, and working conditions as separate data types collected during job analysis.
3. 3. Sources for Job InformationIdentify primary and secondary sources such as incumbents, supervisors, SMEs, documents, and observations used to gather job information.
4. 4. Writing a Role Summary (One-line Purpose)Craft a concise one- or two-sentence role summary that captures the primary purpose and impact of the job.
5. 5. Creating Clear Responsibilities BulletsWrite short, action-oriented responsibility statements that describe what the role does and how success is measured.
6. 6. Specifying Required vs. Preferred QualificationsSeparate and phrase mandatory qualifications versus nice-to-have qualifications to avoid unnecessary barriers to applicants.
7. 7. Using Inclusive and Bias-Free LanguageIdentify and replace gendered, ageist, or stereotyped wording to make job descriptions inclusive to diverse candidates.
8. 8. Plain Language and ReadabilityApply plain-language principles and readability checks so job descriptions are clear to a broad audience.
9. 9. Structuring Sections of a Job DescriptionOrder and label JD sections (title, summary, responsibilities, qualifications, working conditions, company info) for clarity and scanning.
10. 10. Writing Accurate Job TitlesChoose job titles that reflect market norms and actual job content to improve searchability and candidate fit.
11. 11. Reflecting Reporting and Team ContextDocument the role's reporting line, team size, and key internal/external partnerships to provide context for candidates.
12. 12. Basic Disability Accommodation LanguageInclude neutral statements on accommodation availability and how candidates can request accommodations.
13. 13. Versioning and JD Change ControlMaintain simple versioning and approval records for job descriptions to track role changes over time.
14. 14. Communicating JD Changes to StakeholdersShare and collect feedback from hiring managers, HR business partners, and legal before finalizing a job description.
15. 15. Quick JD Audit ChecklistApply a short audit checklist to evaluate JDs for clarity, inclusiveness, compliance flags, and ATS-readiness.
16. 16. Structured Interview for Job AnalysisConduct a short, structured interview with incumbents or managers focused on eliciting tasks and outcomes for a role.
17. 17. Task Inventory MethodCreate and use a task inventory list to capture discrete tasks and their frequency and importance.
18. 18. Critical Incident TechniqueCollect and document specific examples of highly effective or ineffective on-the-job behavior that illustrate key job requirements.
19. 19. Observation as Job AnalysisPlan and conduct direct observation to record tasks, tools, and interactions for roles where observation is feasible.
20. 20. Questionnaire Design for Job AnalysisDesign concise questionnaires to quantify task frequency, importance, and required competency levels from multiple respondents.
21. 21. Analyzing Job Data for PatternsSynthesize collected data to identify recurring tasks, essential functions, and distinct role clusters.
22. 22. Distinguishing Essential vs. Marginal FunctionsDecide which job duties are essential to the role's purpose and which are peripheral for accommodation and compliance purposes.
23. 23. Defining Competencies (KSAOs)Translate job tasks into specific knowledge, skills, abilities, and other characteristics required for effective performance.
24. 24. Writing Measurable Outcomes and KPIsInclude measurable outcomes or success indicators that clarify expectations for performance in the role.