b'WHY ITS SO HARD To Find Good EmployeesMel KleimanA re you a manager who hires easy or hires tough?position. Its the first step toward being a manager who If youre taking the hire easy approach and youhires tough.keep having the same employee headaches,A job analysis is broader than a job description be-maybe its time to change tactics. My favorite definitioncause the first thing you ask yourself is: Is there another of insanity is: Doing the same thing over and over againway to do this job? You have to stop and ask yourself and expecting a different result.if theres another way to solve the problem. Can you If you wondering why its so hard to find good em- structure job differently? Could you use part-time instead ployees, maybe its because you keep hiring people theof full-time help or vise versa? Could you divide the jobs same waywith an ad on Craigslist and a gut-instinctduties among other crew members? Does the job lend interview. itself to automation? Could someone do this work by Everyone complains about how difficult it is to findtelecommuting? Can you simplify the job or should new good employees, but almost no one ever takes the timeduties and responsibilities be added? to sit down and define exactly what a good employeeIf you decide you do need to hire a replacement, then is. Thats because the only way to do this is by taking theask yourself how the job has changed since you last hired time to perform a thorough job analysis. Yes, its timefor it, as well as what changes you could make now to consuming, but if you dont know what youre looking for,improve the job. What are the things the last person did how on earth can you find it? that you want to ensure the next person does? What are Looking for an employee without a job analysis, is a lotthe things the last person did that you want to make sure like going to the grocery store without a list. You end upnobody ever does again? spending more time and more money than you wanted;Next, your job analysis spells out the duties and you dont get what you need; and, in the end, you justresponsibilities of the position as well as the capacities, have to go back again to get what you needed in the firstattitudes, personality traits, and skills needed. This is the part that gets down to the nitty-gritty of what a good You cant get around theemployee looks like. With this nailed down, you know exactly what youre looking for and the whole recruiting, old reap what you sow application, and interviewing process is effectively streamlined. An easy way to remember what youre de-place. When you hire an employee without a job analysis,fining is by remembering the acronym CAPS capacities, you spend more time and money than need be, end upattitudes, personality traits and skills.with someone who doesnt work out, and, then, you goThe most basic requirements are the mental and back and recruit, interview, and hire all over again. Soundphysical capacities needed to do the job. How smart does familiar? the person need to be? Does the jobholder need to be Lets stop the insanity. If youre a hiring manager, thenable to make plans or order materials? Whats required start managing to spend at least 15-30 minutes a day onphysically? How strong does the person need to be? Are writing a job analysis for every position that reports toeyesight, hearing, or agility important? you. You cant get around the old reap what you sowSecond in importance are attitudes. Attitudes are rule. Sow the seeds of a professional employee selectionshaped by our environment and life experience. They system by doing your job analysis work now and youllare learned. Your attitude about safety on the job has reap long-term rewards. been shaped by your work experience. If youve worked Now, when I say write a job analysis, I dont mean thefor a company which was extremely safety-conscious, same thing as a job description. A job description is ayou probably carried that attitude with you to your next staid, static document, usually written once and filedemployer. Some of the attitudes employers look for are forever. All employers of 15 or more need job descriptionsdependability, initiative, and honesty. Ask yourself: What to define the essential elements of each job. They areare the three attitudes that would help a person be suc-written to ensure we comply with the requirements of thecessful in this position? Perhaps the ideal person would Americans with Disabilities Act. A job description and abelieve: Its important to be dependable, nothings more job analysis are two completely different animals.important than honesty and safety first.A job analysis is an evolving, on-going tool thatFor the most part, we are born with our personalities requires creative thinking. When you take the time topretty well formed and they dont change much over do a job analysis, you have an opportunity to strengthentime. Personality traits include the need to be in control, each position on your staff every time you hire for thatintroverted or extroverted, and whether the way we re-8 www.mrca.orgMidwest Roofer'