Job Demand Analysis
Job Demand Analysis (JDA) is a structured way of studying what physical and mental requirements a job needs. It's like creating a detailed recipe of what someone needs to do in their role - from how much they need to lift, how long they stand, to what kind of thinking skills they use. Companies use this information to make sure workers can safely do their jobs, help injured workers return to work, and create better job descriptions. You might also see it called "Physical Demands Analysis" or "Functional Job Analysis." It's an essential tool used by occupational health professionals to keep workplaces safe and productive.
Examples in Resumes
Conducted over 50 Job Demand Analysis assessments across manufacturing facilities
Created return-to-work programs based on Job Demand Analysis and Physical Demands Analysis results
Led department-wide Functional Job Analysis projects for injury prevention
Typical job title: "Occupational Health Professionals"
Also try searching for:
Where to Find Occupational Health Professionals
Professional Organizations
Online Resources
Networking Opportunities
Example Interview Questions
Senior Level Questions
Q: How would you implement a company-wide Job Demand Analysis program?
Expected Answer: Should discuss creating standardized assessment tools, training team members, coordinating with different departments, managing data collection, and using results to improve workplace safety programs.
Q: How do you handle conflicting stakeholder interests in a JDA process?
Expected Answer: Should explain balancing needs of employees, management, and medical professionals while maintaining objectivity and following professional guidelines.
Mid Level Questions
Q: What elements do you include in a Job Demand Analysis report?
Expected Answer: Should mention physical requirements, environmental factors, tools used, frequency of tasks, photos/videos of tasks, and recommendations for modifications if needed.
Q: How do you use JDA results for return-to-work planning?
Expected Answer: Should explain comparing worker capabilities to job demands, suggesting modifications, and creating graduated return-to-work plans.
Junior Level Questions
Q: What methods do you use to measure physical demands in a JDA?
Expected Answer: Should describe basic measurement tools like force gauges, tape measures, and observation techniques for recording postures and movements.
Q: How do you gather information for a Job Demand Analysis?
Expected Answer: Should mention observing workers, interviewing employees and supervisors, taking measurements, and documenting workplace conditions.
Experience Level Indicators
Junior (0-2 years)
- Basic measurement techniques
- Documentation skills
- Understanding of body mechanics
- Knowledge of safety guidelines
Mid (2-5 years)
- Complete JDA assessments independently
- Return-to-work planning
- Risk assessment
- Workplace modifications
Senior (5+ years)
- Program development and management
- Team leadership
- Complex case management
- Policy development
Red Flags to Watch For
- No hands-on experience conducting workplace assessments
- Lack of understanding of basic ergonomic principles
- Poor documentation skills
- No knowledge of relevant safety regulations
Related Terms
Need more hiring wisdom? Check these out...
Refining Job Descriptions to Expand Applicant Pools: Casting a Wider Talent Net
Why Easy Apply Is Breaking The Job Market (And What To Do About It)
Attracting top-tier talent in a highly competitive labor market
