If You Don’t Have a Job Analysis, You Don’t Have a Job

Let’s talk about the foundation of great hiring. No, not gut instinct, not “good vibes,” and definitely not “they seemed nice.” I’m talking about job analysis—the thing that makes sure everyone knows what the job is before someone is hired to do it.

I’ve worked with more companies than I can count who struggle with turnover, underperformance, or hiring “great” people who end up being totally wrong for the role. And nearly every time? The root cause wasn’t the interview. It wasn’t even the talent pool. It was the absence of clarity—no job analysis, no role profile, no structured job description. Just vibes.

Here’s the truth: You cannot hold someone accountable to a role that wasn’t clearly defined to begin with. You can’t assess whether a candidate is a fit if you haven’t decided what “fit” even looks like. And yet, many organizations skip this step—fast-tracking straight to hiring and then scratching their heads when things go sideways.

Let me break it down simply:

• Job Analysis is your homework. It’s where you figure out what success in the role really looks like—skills, knowledge, decision-making, impact. You get under the hood, not just repost last year’s job ad.

• Comprehensive Role Profiles take that analysis and turn it into something usable for HR, Ops, Training, and Leadership. It defines expectations and creates alignment across the board.

• Job Descriptions are the legal foundation. This is the compliance piece—the thing you pull out when you need to document, defend, or define the role in formal HR terms.

• Job Postings, on the other hand, are your marketing. This is where you tell the story of the role—the why, the impact, the culture, and why someone should care. If your posting reads like a technical manual, don’t be surprised when great candidates ghost you.

• Standardized Interview Forms? That’s where it all comes together. They help hiring managers stay focused, remove bias, and ask questions tied to the actual requirements—not whatever popped into their head that day.

Skipping this work? That’s like building a house without a blueprint. You might get lucky—but most of the time, you’re going to end up with a door where the toilet should be.

Bottom line: If you want great people doing great work, start by defining what great looks like—on paper, in practice, and before a single interview is booked.

Want to connect? Would love to talk to you more about your people needs. Book a discovery meeting with me here.