Key things to consider for a person specification Key things to consider for a person specification The recruitment process can seem daunting for many businesses. Roles need to be filled and you want to find the best person for the job, but it can be hard to pinpoint the exact requirements.
How do I put together a person specification? This is as opposed to writing a general job description. A person specification more fully describes the type of person who is most likely to be able to do the job satisfactorily.
A straightforward job description concentrates more on the job itself and leaves the reader to decide whether they are right for it or not. 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.
The person specification and job description can also be used as the basis for staff development, appraisals, or promotions in the future.
These could be either essential or desirable and allow you to more clearly specify the type of person you are looking for.
Physical attributes — good eyesight, etc Languages — If the position calls for specific language skills Attainments — qualifications, experience, grades and managerial positions.
Aptitudes — numeracy, communication skills - even patience. Personal qualities — shift working, unsocial hours, and the ability to be flexible. Instead of judging on amount of years the candidate can be asked to show experience in a particular task.
A person specification ensures you are assessing a candidate on their abilities related to the role. It means you test all of your candidates against the same list of priorities set out in advance. This helps remove bias, prejudice and personal interest, all of which can be problematic for recruiting successfully. A person specification can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess. The person specification is an important part of the recruiter’s toolbox. This allows you to communicate the traits you find desirable in their ideal candidates: such as education, previous work experience and any extra traits that are needed in the role.
Being too specific about the number of years of experience you want could rule out a very able candidate who has gained experience in a wide variety of tasks in six months in favour of someone who may have more years experience but in a limited capacity.
Qualifications, education and training In some professions it will be a legal requirement that the candidate has certain qualifications in order to practice.
In other cases it may be that it would be impossible to carry out certain tasks without having been trained to do them. In all cases, you need to determine whether a specific qualification is the only way that a candidate could demonstrate that they are able to do the job. Someone who has no formal qualifications may have worked previously in a relevant sector and developed the necessary skills and knowledge.
Personal qualities and discrimination Be objective and ask whether these characteristics are directly relevant to the job. If not, they could possibly be discriminatory. Indirect discrimination is not illegal, provided it can be objectively justified.
Seeking somebody who is fit and strong could be indirectly discriminate against certain candidates and has to be objectively justified, in which case it becomes acceptable. To avoid discrimination in this area, try to describe the tasks that are involved and allow the reader to judge for themselves.
There are limited circumstances where it is legal to directly discriminate where it is a genuine occupational requirement GOR.
Clarify for all Take some care over the words and phrases you use. It may be that your perfectly reasonable job description simply reads badly or sets the wrong tone.person specification A “rider” to a job description, which narrows down what the hiring organisation is looking for by providing a profile of the ideal candidate for a particu.
Person, office, or agency responsible for enforcement of the specification. specification writing itself is undertaken by the architect and the various engineers or by specialist specification writers.
A program specification is the definition of what a computer program is expected to do. The person specification is an important part of the recruiter’s toolbox. This allows you to communicate the traits you find desirable in their ideal candidates: such as education, previous work experience and any extra traits that are needed in the role.
Sep 28, · When writing a person specification, it is often suggested by guides that the content be measurable, and it cannot contain content that would directly or indirectly discriminate unnecessarily. Specification definition: A specification is a requirement which is clearly stated, for example about the necessary | Meaning, pronunciation, translations and examples John Finance for the Non-Financial Manager () The person specification is derived from the demands of the job specification or tips on writing the perfect college.
A person specification can outline the educational requirements, training experience as well as more personal qualifications that a candidate must possess.