Job Analysis vs. Person Specification

Attribute	Job Analysis	Person Specification
Definition	Process of gathering, analyzing, and interpreting information about a job	Profile of the skills, qualifications, and experience required for a specific job role
Purpose	To understand the duties, responsibilities, and requirements of a job	To identify the characteristics and qualifications of an ideal candidate
Methods	Interviews, questionnaires, observations, and job analysis techniques	Review of job descriptions, competencies, and performance criteria
Focus	On the job itself	On the person who will perform the job
Output	Job description and job specification	Person specification and job requirements

Introduction

Job analysis and person specification are two essential components of the recruitment and selection process in organizations. While both are crucial in ensuring that the right candidate is selected for a job, they serve different purposes and have distinct attributes that set them apart. In this article, we will compare the attributes of job analysis and person specification to understand their roles in the recruitment process.

Job Analysis

Job analysis is the process of gathering, documenting, and analyzing information about a job. It involves identifying the duties, responsibilities, tasks, and requirements of a particular job. Job analysis helps in determining the skills, knowledge, and abilities required to perform the job effectively. It also provides insights into the working conditions, physical demands, and other factors that are essential for performing the job successfully.

• Identifying job duties and responsibilities
• Defining job requirements
• Understanding job context and environment
• Assessing job performance standards
• Identifying training needs

Person Specification

Person specification, on the other hand, is a document that outlines the skills, qualifications, experience, and personal attributes required for a specific job. It describes the ideal candidate for the job and serves as a guide for selecting the right candidate. Person specification is based on the information gathered from job analysis and helps in matching the candidate's profile with the job requirements.

• Listing essential skills and qualifications
• Describing personal attributes and characteristics
• Outlining experience and education requirements
• Defining desirable qualities and competencies
• Matching candidate profiles with job requirements

Attributes Comparison

While job analysis focuses on the job itself, person specification focuses on the ideal candidate for the job. Job analysis helps in understanding the job requirements, while person specification helps in identifying the right candidate who meets those requirements. Job analysis is more objective and factual, while person specification is more subjective and based on judgment.

Job analysis is a systematic process that involves collecting data about the job through various methods such as interviews, questionnaires, and observations. It provides a detailed description of the job duties, responsibilities, and requirements. Person specification, on the other hand, is more focused on the individual and describes the qualities and attributes that the candidate should possess.

Job analysis is essential for creating an accurate person specification as it provides the necessary information about the job. Without a proper job analysis, it would be challenging to create an effective person specification that aligns with the job requirements. Job analysis serves as the foundation for developing a person specification that accurately reflects the needs of the job.

Conclusion

In conclusion, job analysis and person specification are both crucial components of the recruitment and selection process. While job analysis focuses on gathering information about the job, person specification focuses on identifying the ideal candidate for the job. Both serve different purposes but are interconnected in ensuring that the right candidate is selected for the job. By understanding the attributes of job analysis and person specification, organizations can improve their recruitment processes and make informed decisions when hiring new employees.