It is normal to review a job description during an appraisal meeting and agree any changes. You cannot simply state that you fulfil the criteria. Give careful consideration to reasonable adjustments that can be made. Physical attributes — good eyesight, etc Languages — If the position calls for specific language skills Attainments — qualifications, experience, grades and managerial positions.
To qualify, organisations must: Identify any specific knowledge requirements for the job or requirement of some evidence of ability to learn Identify experience require to carry out the job. Make sure that you can objectively justify any academic qualifications included on a person specification as many talented people may not have the qualifications you are looking for, thus reducing your candidate pool.
Where a full day is used, we will absorb the cost of the travel time. In all cases, you need to determine whether a specific qualification is the only way that a candidate could demonstrate that how to write a job person specification are able to do the job. A record is kept of time moved to the Social Impact account and time used from this account.
Personal qualities and discrimination Be objective and ask whether these characteristics are directly relevant to the job. Unused purchased consultancy time rolls forward each month and remains on the timesheet for the duration of the current subscription.
What to Include In a Job Description The job description must include the job title of the role you are advertising along with the position within the company and the line manager or staff members the successful candidate would be reporting to.
The person specification and job description can also be used as the basis for staff development, appraisals, or promotions in the future. Proving you can do it: A person specification more fully describes the type of person who is most likely to be able to do the job satisfactorily.
Care should be taken when consideration is given to how the candidate is going to be measured against these criteria.
It is also used to: If not, they could possibly be discriminatory. To find out more about how our specialists can help you attract high quality applicants, contact us at your nearest Hays office Employer Services.
If you need any more guidance on creating and using job descriptions or person specifications speak to your HR Business Partner. Advantages of the personal specification While clarifying the job on offer it also enables potential applicants to more clearly determine whether they are capable of meeting the requirements of the job, thereby reducing unsuitable candidates at an early stage The specification ensures all candidates are judged systematically on the same criteria and ensures that your selection decisions can be justified using objective criteria should they be called into question at a later stage.
Qualifications, education and training In some professions it will be a legal requirement that the candidate has certain qualifications in order to practice.
Factors to consider when drawing up the specification include: Specify the necessary skills as far as possible in precise job-related terms. Aptitudes — numeracy, communication skills - even patience. How Job Descriptions and Person Specifications Help Recruitment Consultants By creating a detailed job description and person specification you are thinking about the exact skills and experience you need for the role and the type of personality that would work in your business and the team they will be working in.
These criteria are divided into two categories: In other cases it may be that it would be impossible to carry out certain tasks without having been trained to do them.
One of its main uses is to help potential applicants and managers understand the key responsibilities of the job. Personal qualities — shift working, unsocial hours, and the ability to be flexible. You also need to include the location of the job so the candidate knows where they are travelling to for work.
Filling in job application forms can be a long and boring process, especially if you are applying for a number of jobs at once.
Some job adverts provide the name of an informal contact and if you believe that you are perfect for the job in every way apart from missing one criteria, contact this person and ask whether they would consider your application.
This should be used in the short-listing process to distinguish between candidates. How to present this information: Working through each of the criteria in turn may seem formulaic and mechanical, but it will ensure that every box is ticked when your application is being judged. Look at the job description and pick out the main duties of the job grouping together similar duties.
Someone who has no formal qualifications may have worked previously in a relevant sector and developed the necessary skills and knowledge. What level of experience if any is needed? What to Include In a Person Specification The person specification needs to include all the technical, communicative, organisational and creative skills or abilities you expect from your ideal candidate along with any specific qualifications or levels of education that you require from the successful candidate.
Instead of judging on amount of years the candidate can be asked to show experience in a particular task. If such factors exist, this can also be a starting point for considering what, if any, adjustments could be made to overcome these.
A straightforward job description concentrates more on the job itself and leaves the reader to decide whether they are right for it or not.The person specification should be divided into essential and desirable criteria.
This should be used in the short-listing process to distinguish between candidates. Essential criteria are those that are critical for the satisfactory performance of the job. Matching Your Skills To A Job’s Person Specification Tweet Filling in job application forms can be a long and boring process, especially if you are applying for a number of jobs at once.
However, it is vital that you use the application form and covering letter to show that you are the ideal person for the job. By creating a detailed job description and person specification you are thinking about the exact skills and experience you need for the role and the type of personality that would work in your business and the team they will be working in.
A person specification more fully describes the type of person who is most likely to be able to do the job satisfactorily. It include a person's education and qualifications, relevant training and personal stand out qualities.
This sample job specification for a human resources director provides an example of a job specification. This sample job specification for a human resources director describes the requirements for the appropriate person for your role. A job specification is a detailed description of the role, including all responsibilities, objectives and requirements.
A person specification is a profile of your ideal new employee, including skills, experience and personality type.Download