Getting the job description right is only part of the process. You need an employee specification, or person spec, as it is often known. Sometimes this is rolled in the job description, but I always feel it is better to keep it separate.
If the job description describes the role and what is expected, the person spec details what you want in an ideal employee. The best way to do this is to split the spec in two: qualifications and experience that are essential in your view for the job, and those that would be desirable, or nice to have.
This is an opportunity for you to determine what you are not prepared to compromise on, and where you are prepared to be more flexible. You need to be realistic about this – it is no good looking for something that is just not available. The role should be the focus – what are the requirements of the role, and therefore the individual who fills it.
Do not make any discriminatory remarks such as specifying age range, sex etc. If in doubt refer to the Equality Act 2010, or of course you can contact us.
A word of caution here:
Don’t assume that the highest qualifications and the most experience is going to make a candidate the best person for a job. Sometimes this is not the case, and individual may feel under used or not valued, whilst another individual is delighted to be given a chance to shine.
The purpose of this document is to help you to shortlist candidates for interview, so be sure it serves its job.