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Producing a Job Specification is the most sensible place to start, it helps you define what you want from your next person, it helps recruitment consultants to search effectively and it gives the candidate an idea of what is involved and expected from them. If necessary, we can supply you with a guideline to producing a job specification. It should include a job title, an outline of the key functions of the role, background and expertise required combined with any key matching criteria along with salary and benefits.
You will then need a Person Specification, this describes the level of qualifications, knowledge, skills and competencies required. When creating a person specification think about your culture. This is really important for small businesses where personality clashes would have more impact. It doesn’t have to be War & Peace, they can form part of the same document and some of the best job specs we receive are on one or two pages.
Tips for writing a Job and Person Specification;
- It is good to start with Job Purpose - a one liner that gives the candidate an insight to the role.
- Be fair to all – try not to include skills that may discriminate, for example asking for a recent graduate will go against age discrimination legislation
- Avoid words such as dynamic, energetic, young etc. this are all adjectives that can be deemed as discrimination.
- Avoid asking for a certain amount of years experience, we know this is the easiest way to determine level but again it can be deemed as age discrimination. Rather than saying “must have 4 years experience” think about what you would expect that person to do with fours years experience – manage budgets, identify new business, manage a team etc..
- Outline what is on offer from you, what salary you have a budget for and benefits on offer even if it is the minimum holiday allowance. Candidates want to know and remember free parking is a bonus! Any training or development should also be included.
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