Job analysis is the process of breaking down a particular job into its essential functions or parts. This is a useful tool in interviewing, selecting, training, and promoting employees as well as in determining pay. If you want to start recruiting and hiring people with disabilities, a job analysis of your vacant position is a great place to start.
People with disabilities are often excluded from jobs by postings that inaccurately define the qualifications required for the job. You may wish to consider:
What are the specific duties or tasks of the job?
Consider frequency, duration, effort, skill, complexity, equipment and performance standards. If the work requires completing a product, define the steps involved.
What conditions does the employee have to work under?
Consider things like lighting and air quality, noise level, visual and auditory distractions, as well as unpleasant or exceptional conditions such as offensive odours, extreme temperatures and potentially noxious fumes. Look at personal interactions. Does the job ever involve dealing with people by phone, with people who may become angry or are in a rush?
What tools and equipment are required to perform the essential duties of the job?
How much personal interaction does the job require? How much supervision is given? Does the incumbent work independently or in a team? How often does the person interact with other employees, the general public, clients or suppliers and what is the nature of that interaction.
What basic knowledge, skills and abilities are required?
Under abilities, consider physical exertion, such as lifting, standing, bending, twisting or reaching.
Are there special requirements?
Consider things like shift-work, overtime, being on-call or having to meet short deadlines.
If you need help with your job analysis, contact EmployAbilities!
