job and person specifications
A job specification explains where the role fits in the organisation’s structure and its reporting chain. A person specification is a profile of the ideal candidate’s essential and desired characteristics.
The job specification should outline why the job exists, list the key challenges, detail the main job responsibilities, and include key performance indicators for measuring job effectiveness. It also includes an indication of the salary band.
A person specification sets out the qualifications, skills, knowledge and experience required. If relevant, it might suggest the type of personality and behaviours required (but be careful to avoid descriptions that could breach age or gender discrimination legislation – see chapter 6 ‘incentives to create a more diverse workforce’).
more articles about: finding candidates
- how do I find the people I need in a challenging marketplace?
- building a resourcing strategy
- setting a competitive salary and benefits package
- flexible work is high on the agenda
- deciding on the right recruitment channel
- creating a balanced and diverse workforce
- challenging times
- the passive candidate
- employee value propositions
- candidate resourcing strategy
- preparing for recruitment
- job and person specifications
- salary and benefit determination
- competency frameworks
- recruitment channels
- creating a job advertisement
- working with recruitment agencies
- methods of recruitment
- managing applications: CVs or application forms?
- the Privacy Act