The Job Analysis Questionnaire (JAQ) is designed to pinpoint the key skills needed for a job, making it easier to find the right candidates. It enhances the accuracy of candidate selection and can be tailored for different job families. The JAQ efficiently gathers insights from experts and offers detailed behavioral assessments. It also helps validate the competencies needed for interviews, reducing hiring mistakes and ultimately streamlining the hiring process to boost overall organizational efficiency.
The Job Analysis Questionnaire (JAQ) is a specialized tool designed to help organizations identify key competencies crucial for successful job performance.
Typically, 8-12 competencies are rated as the most important for a specific role. The JAQ is central to the selection process, as it evaluates candidates based on their education, work experience, and developed competencies. The candidate whose competencies align most closely with the job requirements is considered the best fit. By conducting multiple JAQs within a job family, organizations can map how competencies evolve from one position to another.
JAQ Survey Process The JAQ survey is administered to a panel of Job Content Experts (JCE) before initiating a candidate search. This panel, typically consisting of 6-8 members, includes: 1-2 supervisors of the target role. 2-3 successful incumbents in the job. 2-3 colleagues who are deeply familiar with the day-to-day responsibilities of the role. The panel also involves 2-3 high-performing job incumbents, including some who may have been recently promoted.
Each panelist completes the JAQ survey, which takes about 20 minutes per person. Structure of the JAQ The JAQ consists of 135 behavioral statements, with 5 behavioral examples provided for each competency. The questionnaire is divided into two parts: JCE members rate the importance of listed work behaviors for successful performance. JCE members assess how frequently the incumbent must demonstrate these behaviors in the role. JAQ Report and Competency Profile Once the JAQ is completed, the results are processed using the TAI testing system. The output report ranks the top 12 competencies based on importance and frequency of use, as rated by the JCE panel. Typically, there is a consensus on the top 5-7 competencies, while varying opinions may arise for the remaining ones. HR then convenes the JCE panel for a 2-hour session to finalize the competencies essential for the role.
The result of this process is a detailed competency profile that answers the critical selection question: "Can the candidate perform the job?" It determines whether the candidate has the necessary competencies for success. Using Competencies in Behavioral Interviews HR utilizes the agreed-upon competencies to create behavioral interview guides. These guides help interviewers gather job-relevant examples from candidates that align with the competencies required.
Behavioral interviewing is widely recognized as the most accurate method for assessing a candidate's competencies, ensuring that candidates are evaluated fairly against job criteria. When behavioral interview results are combined with reliable personality and cognitive assessments, organizations can make more accurate predictions about a candidate’s ability to succeed in the role. This approach minimizes selection errors, reduces employee turnover, boosts productivity, and enhances management's confidence in the hiring process.