No recruitment exercise should be allowed to proceed without an up-to-date job description and an objective person specification. In some cases it may be necessary to conduct a job analysis prior to producing the job description. Furthermore, consideration should always be given to whether there actually is a need to recruit at all and, if so, whether or not the job necessarily requires a full-time, workplace-based employee.

In preparing the person specification, care must be taken to concentrate on factors that are objective and strictly relevant to the job.

This topic explains what should be included in a job description, why a job description should be updated on a regular basis and takes a look at the common errors that occur when compiling person specifications.

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