Job Description vs. Person Specification

Attribute	Job Description	Person Specification
Overview	Summary of the job role and responsibilities	Summary of the skills, qualifications, and experience required
Key Responsibilities	List of specific tasks and duties to be performed	List of key competencies and attributes needed for the role
Qualifications	Educational requirements for the job	Minimum qualifications and certifications required
Experience	Work experience needed for the role	Relevant work experience and skills required
Skills	Specific abilities or competencies needed	Key skills and attributes necessary for success in the role

Introduction

When it comes to hiring new employees, two key documents play a crucial role in the recruitment process: the job description and the person specification. While both documents are essential for attracting and selecting the right candidates, they serve different purposes and have distinct attributes that set them apart.

Job Description

A job description is a detailed document that outlines the responsibilities, duties, and requirements of a specific job role within an organization. It provides a clear overview of what the job entails, including the tasks that need to be performed, the skills and qualifications required, and the reporting structure within the company. A well-written job description helps potential candidates understand the expectations of the role and decide if they are a good fit for the position.

Key attributes of a job description include:

• Clear and concise language
• Specific details about the job role
• Information about the company and its culture
• Qualifications and experience required
• Reporting relationships and team structure

Person Specification

On the other hand, a person specification focuses on the qualities, skills, and attributes that an ideal candidate should possess to be successful in a particular job role. It outlines the desired characteristics of the candidate, such as education, experience, competencies, and personal qualities, that are essential for performing the job effectively. A person specification helps recruiters and hiring managers identify the most suitable candidates for the role based on their qualifications and attributes.

Key attributes of a person specification include:

• Desired qualifications and experience
• Specific skills and competencies required
• Personal qualities and attributes
• Ability to work independently or as part of a team
• Desire for continuous learning and development

Comparison

While both the job description and person specification are essential documents in the recruitment process, they serve different purposes and focus on distinct aspects of the job role and candidate profile. The job description provides a detailed overview of the responsibilities and duties of the role, while the person specification outlines the desired qualifications and attributes of the ideal candidate.

One key difference between the two documents is that the job description is more focused on the job itself, including the tasks to be performed and the reporting structure within the organization. In contrast, the person specification is more focused on the candidate, highlighting the skills, qualifications, and personal qualities that are required to excel in the role.

Another difference is that the job description is typically written by the hiring manager or HR department, based on the needs of the organization and the specific requirements of the job role. In comparison, the person specification is often developed in collaboration with the hiring manager and other key stakeholders to ensure that the desired qualities and attributes of the candidate are clearly defined.

Both documents play a crucial role in attracting and selecting the right candidates for a job role. A well-written job description helps potential candidates understand the expectations of the role and decide if they are a good fit for the position, while a person specification helps recruiters and hiring managers identify the most suitable candidates based on their qualifications and attributes.

In conclusion, while the job description and person specification are distinct documents with different focuses, they are both essential for the recruitment process. By clearly outlining the responsibilities of the job role and the desired qualifications of the candidate, these documents help ensure that the right candidates are selected for the right roles within an organization.