Hiring is often treated like a race: post the job, review resumes, book interviews. But if you skip one key step at the beginning – job analysis – you’re building on a shaky foundation.
Before you even write a job description or open a hiring pipeline, you need clarity on the role itself. What will this person do, how will they do it, and how will you know they’re doing it well?
That’s where this checklist comes in.
📋 The Job Analysis Checklist
Use this framework to define any role, whether it’s new, evolving, or being filled for the first time.
✅ 1. Core Responsibilities
What are the day-to-day tasks this person will be responsible for?
Think specific, not generic. (“Manage invoices in QuickBooks” > “Handle finances”)
✅ 2. Tools & Systems
What platforms or software will they need to use?
This helps filter candidates later, and streamlines onboarding.
✅ 3. Key Skills
What abilities or knowledge do they need to succeed?
Be realistic. Distinguish between must-have vs can-train skills.
✅ 4. Reporting Structure
Who will they report to? Will they manage anyone? Who will they collaborate with?
This gives both the hire and the team context from the start.
✅ 5. Performance Metrics
What does success look like after 30, 60, and 90 days?
Avoid vague language like “be proactive.” Define measurable goals tied to output or impact.
✅ 6. Potential Growth Path
Where could this role evolve in 6–12 months?
This helps set expectations and attract candidates who want to grow with the team.
🧠 Why This Matters
Job analysis isn’t just for HR. It helps:
- Founders get ideas out of their heads and into a structure
- Teams align on what they actually need
- New hires hit the ground running
- Training, onboarding, and performance reviews stay on track
It’s also a huge help when a role changes. If you’ve already defined the foundation, it’s easier to update and adapt without starting from scratch.
🧭 Bottom Line:
If you’re hiring without this checklist, you’re hiring blind.
Taking time upfront to define the role leads to smarter decisions, better hires, and faster onboarding. And in fast-moving teams, that clarity is a competitive edge.
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