A job specification describes the ideal candidate for a role - the skills, qualifications, experience and attributes needed to do the job well. Where a job description defines the work, the job specification defines the person who can do it.
What it means
Recruiters use the job specification to screen candidates and write job adverts, separating must-have requirements from nice-to-haves. A specification pitched too high narrows the candidate pool unnecessarily; pitched too low, it lets unsuitable candidates through to interview.
Where it fits in
The job specification has no direct payroll effect, but it shapes recruiting outcomes that eventually do - the calibre and cost of who is hired traces back to how the role was specified.
Key rules
- Describes the skills, qualifications and experience a role requires.
- Complements the job description, which describes the work itself.
- Used to screen candidates and draft job adverts.
- Calibration between must-haves and nice-to-haves affects candidate pool size.
