How do I structure a good job specification?

There are several aspects that will affect a company's ability to hire excellent employees, and success or failure in this area will depend on a variety of circumstances. If you're hiring, for example, you need to know exactly what benefits and salary ranges you'll be providing for each position. It's important to understand the kind of applicants you're looking for and the skills the ideal candidate should have

However, even if you know all of this, it can be daunting to create a strong job specification. As a result, this can have a significant influence on the amount of time it takes to find a new employee as well as the quality of the candidate pool.

If you’re wondering how to write the perfect specification that will attract top talent, this guide will provide you with everything you need to know.

So what is job specification?

A job specification defines the skills and qualities that a company requires for a new role. It’s more frequently included in or used in conjunction with the job description and your job specifications can sit alongside it.

How does a job specification enhance the recruitment process?

Writing a job specification correctly will increase the likelihood that only applicants who meet the requirements and have the necessary experience will apply, which will save your firm time and money.  

Having a detailed and comprehensive job specification can be essential for hiring managers or HR managers to give them a snapshot of what’s need to fill the role. It may also assist both candidates and interviewers to prepare for the interview process, as interviews should include job specification information that can be expanded on in person.

What should you include in a job specification?

Education

Candidates often check educational first. These might include degrees, diplomas, apprenticeships, and other credentials. It is useful to specify whether your listed education requirements, and perhaps specific grades, are required or merely beneficial for applications.

You might want to specify what alternatives to the primary requirements you have listed might be taken into consideration. This could be very helpful if you wish to recruit applicants with the best talent from various nations and educational systems.

Other qualifications or achievements

Many jobs require credentials that are frequently thought to be outside the typical scope of education. You should make sure that any such certifications are displayed alongside educational requirements.

Work experience

Some jobs will require a certain number of years’ experience in a similar role; in these cases, this should be included. Mention whether applicants must have a certain level of relevant experience or whether those without that experience may still be taken into consideration.

Other skill sets 

For most jobs there are likely to be required skill sets that are not necessarily linked to a certification or educational achievement. These will also need to be highlighted in the job specification.

Personality traits or work style

Include the work or personality types and emotional traits that may be well suited to the role. This will help to identify the type of person who would be a good fit for role.

Our consultants have the expertise and resources to support you with every part of the hiring process, from job specification writing to interviewing candidates and onboarding your new hire. Our team of talent experts is on hand to help, get in touch today for chat.

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