Recruitment & Selection

Person Specifications

How well do you actually understand what is required of the person appointed to carry out the role?

Too many times organisations go out to recruit a version of the person who has been carrying out the role previously. Not so!

Professional managers need to stop and think.

They should consider the ‘hard skills’ necessary to deliver on the responsibilities of the role

• People
• Resources
• Technology
• Budgets
• Achievement of goals and targets
• Current and potential demands of the role

Do formal or technical aspects of the job call for

• Specific qualifications?
• Higher or further education?
• Membership of professional bodies?

Be aware of the problems associated with asking for more than exiting job holders currently have.

They need to understand all aspects of the function now - and how it may change in future. How this interprets into the requirement for ‘soft skills’ or ‘competencies’

• Leadership and people management
• Influencing and persuasion
• Negotiation

Only by thorough preparation can you ensure that the job description and person specification are appropriate and current to the role.

We will research the role & then re-define the person specification. This ensures that applicants can self-select against the essential and desirable criteria.

Call 0845 006 0755 for an informal discussion or contact us with your point of enquiry