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allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, ...

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the criteria created in the job analysis to guide agency recruitment practices. Through the analysis, the employer is able to assess the Knowledge, Skills, Abilities, Personal Characteristics and Credentials they are looking for in their job applicants. It is important for the HR manager to evaluate the content, context and requirements of the position before and during the recruitment process. Other things to consider in the recruitment process: 1. Planning for the future. Succession planning: identifying people already in the organization to fill an unexpected void. Recruitment within. Class questions: What are some of the main advantages of this approach to recruitment from a HR ...

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