Write the specific Job

Investing a little 'time to assess the skills and the type of person you want for a position before placing a job listing or registration of a job listing with an employment agency.

The job specification (spec) is a description of the tailor-made holiday including the responsibilities of the incumbents and the objectives of the work. The person specification is a profile of the person who considers himself fit the bill. Preparation of a detailed specification helps you focus on exactly what skills you need. The finished document will assist the HR or personnel department or recruitment consultant in identifying candidates to interview for you. It 's also a great exercise in re-evaluating your departmental needs, therefore giving you the ability to juggle around responsibilities within your team, if necessary.

Specifications of work, per person, also help job seekers. They provide a better understanding of the job being advertised and attract those who might not otherwise apply. The specification also narrow the field hopefully excluding those who do not fit the bill or that I do not like the sound of the work. Many employers make the mistake of advertising a vague sound of jobs with the intention of seeing 'who turns up'. This often leads to lost time spent sifting through irrelevant applications or interviewing candidates who, when confronted with the reality of the position, discover the role is not for them, after all.

The specifications you prepare will help you evaluate CV faster and more ruthlessly, as well as providing a list of appropriate questions for the interview.

Spec Work

Overview:

- Department and Profession

- Salary range

- Job Description Key

- Objectives of the position

- Specific responsibilities

Range of responsibilities:

- Day to day duties

- About the work relates

- The 'job process' from start to finish

- A 'typical day' (if applicable)

Examples of one-off projects (livens up the work - comes alive in the specification)

The person spec

Skills and abilities:

- Skill is expected that the ideal candidate to demonstrate

- Think in terms of technical, organizational, communication and creative

- Apply each skill required with specific work tasks

Qualifications and experience:

- What special education or background do you need?

- What level of experience (if any) is required?

- If the candidate has held a job description prior to that?

- Length of experience - in which certain sectors and departments

Character and personal qualities:

- What kind of personality would fit with your team?

- Use descriptive words that describe the nature of your ideal candidate

- Think of traits that would help them complete the job efficiently

- The character traits of a person with a love of the industry or a similar role

Ideal qualities:

- What other qualities would you like to display the employee?

- Includes all other areas of the person and work that did not include

Think laterally in your descriptions - to study the fundamental nature of the person and work

Be specific

Be specific about your needs will help us understand what the candidates for the position entails and allow them to show how they meet your expectations. This approach should avoid the problems that may arise once the candidate has actually started to work.
Vague (or non-existent) descriptions can even result in an employee leaving prematurely because they have found that the work did not meet their expectations. On the other hand, you could end up constantly frustrated due to mistakes that were made in the work because the employee has not met the demands of work. In essence, a job specification or a person is a key document that will assist you, your department, your HR or personnel officer and your candidates .......