Job Specification
Writing a job and person specification.
Most of us cannot really be bothered writing a job and person specification. We all know that it is easy to spot the right individual. Or is it?
Recruitment of the right person for your business is essential for your business growth, getting the wrong person will cost you time, money and frustration. Not to mention the problems associated with trying to correct the mistake.
It is often easier to describe to someone what sort of person you are looking for and what he or she will be doing. However, with a detailed job and person specification, you and your business will really benefit, and the person you employ is more likely to be able to fulfil your needs.
Remember the cost of getting this wrong.
Why bother?
Before you place a job advertisement or register your vacancy with a recruitment consultancy, it is wise to invest some time evaluating just what it is you are after.
The job specification is a tailored description of the vacancy, including the responsibilities of the post holder and goals of the job. The person specification is a profile of the person you consider best fits the bill. Preparing a detailed spec helps you to focus on exactly what skills you seek. The finished document aids your HR or personnel department or recruitment consultant in identifying candidates for you to interview. It is also a great exercise in re-evaluating your departmental needs, giving you the opportunity to juggle around responsibilities amongst your team if necessary.
Job and person specifications help candidates. They get a better grasp of the job for which they are applying; helping to attract those who might not otherwise apply and narrowing the field by hopefully excluding those who don't fit the bill or who don't even like the sound of the job. Many employers make the mistake of advertising a vague-sounding job, with the intention of seeing 'who turns up'. This invariably leads to lost time spent sifting through irrelevant applications or interviewing candidates who, when confronted with the reality of the position, discover the role is not for them after all.
The specifications you prepare will help you evaluate CV's more speedily and ruthlessly, as well as providing a list of pertinent questions for interview
The job spec
Overview:
Department and job title
Salary range
Core job description
Aims of position
Specific responsibilities
Range of responsibilities:
Day-to-day duties
Who the job reports to
The 'job process' from start to finish
A 'typical day' (if appropriate)
Examples of one-off projects (livens up the job - livens up the spec)
The person specification
Skills & abilities:
Abilities you expect your ideal candidate to demonstrate
Think in terms of technical, organisational,
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