Not Sexy, But Handy: Use Job Specifications

I've been using job specifications for years; I just never called them that. Recent searches by readers on my site indicate that a lot of people work with job specifications and I decided to research best practices. As a result of my research, I came up with my own definition for job specification. Then, I tried my hand at two sample job specifications.

Job specifications serve a number of important roles. They allow recruiters and hiring managers to zero in on the most important requirements for the best candidate for your jobs in ways that more detailed job descriptions cannot. In this capacity, a recruiter can use the job specification to write job postings and recruit through employees and social media such as LinkedIn. This posting is much more defined than a job description for the short time spans that colleagues can invest in your recruiting.

Next, the HR recruiter or the hiring manager can use the job specification to review the resumes and applications you receive to select the most qualified candidates for telephone screens and interviews. The job specification is refined at the recruiting planning meeting so all employees involved are clear and agree about the qualifications of your eventually chosen employee. And, the employees who will participate in interviewing prospective employees receive a clear picture of the employee the organization seeks.

Here's a sample Human Resources Director job specification and a sample Marketing Manager job specification.

New Human Resources Carnival

While we're deep in the world of HR today, it seems like a good time to remind you that the Carnival of HR, which appears every two weeks, is ready for your reading pleasure. Hosted by Ben Eubanks at the UpstartHR Blog, see 25 Pieces of HR Awesomeness.

_{Image Copyright Mark Rtyree}

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