Job description and job specification are two integral parts of job analysis.
It helps in selecting the most appropriate candidate for a particular job. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. It also clarifies who will report to whom.Īlso known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job. It clarifies what employees are supposed to do if selected for that particular job opening. It is done to determine what needs to be delivered in a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job. The main purpose of job description is to collect job-related data in order to advertise for a particular job. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it. Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent. These data sets help in determining the necessity, worth and scope of a specific job. Though preparing job description and job specification are not legal requirements yet play a vital role in getting the desired outcome. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard. This helps both employer and employee understand what exactly needs to be delivered and how.īoth job description and job specification are essential parts of job analysis information. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. Any job vacancy can not be filled until and unless HR manager has these two sets of data. The process results in collecting and recording two data sets including job description and job specification. Job Analysis is a primary tool to collect job-related data.
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