Writing a Job Specification part 2
We have just written a blog post over on the online business blog called “Writing a job specification”. To follow this up, we thought we would look at some of the specifics that go into a job specification. We will split it into two sections, the job specification and the person specification.
With the job specification, you want to give an overview of the position which will include the job title and department the role will be within. The salary range the person will receive, a job description that will give the job in a nutshell. The aims of this position, this will be what is required of the person in this role. Finally any specific responsibilities that person will have in the role. You should give details on what the role’s day to day duties will be, who they will report to and you could also give a typical day description.
The next stage is providing a person specification where you will try and describe the ideal candidate you are looking for. This will include the skills and abilities you are looking for, such as technical, organisational, creative and communicative skills and what tasks they will relate to.
To make sure you are finding the right candidate you will need to provide what qualifications and experience you are looking for. Are there any specific educational qualifications that they will need? Do they require any amount of experience in the area or even in the same job?
After this the third section will be the person you are looking for in terms of their character and interests. You want to specify they type of personality that will work best in your business and the team it self. These can be qualities that will help them fit in and also ones that will help them in the job.
The more descriptive and specific you can be, hopefully the chances of finding the ideal candidate will improve.
This advice is pretty standard across the recruitment board, whether you are looking for candidates for public sector jobs or for working in a fast food restaurant.
