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Before you place a vacancy with a recruitment consultancy, it is a good idea to spend some time evaluating exactly what you require from a candidate. A job specification is a detailed description of the role, including all responsibilities, objectives, and requirements. A person specification is a profile of your ideal new employee, including skills, experience, and personality type.
Writing a detailed specification forces you to think about exactly what skills and experience are required for your role and the type of person you want for the team. Giving your recruitment consultant a comprehensive brief will allow them to work more effectively and quickly in finding you the perfect candidate.
Specifications also give candidates a better idea of exactly what you are looking for. This can help to weed out inappropriate applications from people who might be suitable on paper, but not actually that interested in the role. They also help to manage the expectations of successful new employees and to avoid situations where they feel they have been misled about the exact nature of the role.
You can use the specifications as a checklist for evaluating CVs and in interviews, which will save you preparation time and make sure you don’t miss anything.
Writing a specification can make you think about how your department works and provide you with an opportunity to shift responsibilities around to maximise efficiency.
Specifications are also useful after the vacancy has been filled, as they can help to assess a new recruit's performance and to determine their future training needs.
Be as specific as possible about the responsibilities of the job, including any deadlines for delivery and measurements of success.
Leave room for flexibility within the job specification, and make it obvious if the role is likely to change or grow in the near future. This helps to avoid employees resenting taking on responsibilities not in their original job description.
Be careful with your wording, eg. is a qualification really required or would someone who is Qualified by Experience (QBE) still be suitable?
It is essential not to discriminate on grounds of gender, age, ethnicity, sexuality, or health, so avoid any inappropriate requirements, eg “must have x years’ experience” or words such as “dynamic” or “mature”.
If the role is involved with service delivery, you may want to ask a selection of your clients their opinions on the type of person they would prefer to work with.
http://www.tpp.co.uk – agency specialising in not-for-profit recruitment
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