Person Specification

A Person Specification is a detailed description used in recruitment that outlines the essential and desirable qualities, skills, experience, and attributes that a candidate must possess to be considered for a specific role. It serves as a benchmark against which candidates are assessed during the recruitment process, ensuring that the selected individual is the best fit for the position and the organisation.

‍

Key Components of a Person Specification:

1. Essential Criteria: These are the minimum requirements that a candidate must meet to be eligible for the role. Essential criteria typically include specific qualifications, skills, experience, and competencies that are necessary for performing the job effectively.
2. Desirable Criteria: These are additional attributes that would be advantageous for a candidate to have but are not strictly necessary for the role. Desirable criteria might include certain types of experience, additional qualifications, or specialised skills that could benefit the organisation.
3. Skills and Abilities: This section specifies the practical skills and abilities required to perform the role. This could range from technical skills, such as proficiency in specific software, to soft skills, such as communication, teamwork, and problem-solving abilities.
4. Experience: Outlines the type and level of experience that is required or preferred. This could include industry experience, previous roles held, or familiarity with specific tasks or responsibilities.
5. Qualifications: Specifies any academic or professional qualifications that are required or preferred for the role. This might include degrees, certifications, or memberships in professional bodies.
6. Personal Attributes: Describes the personal qualities that are deemed important for the role, such as motivation, reliability, adaptability, and cultural fit with the organisation.
7. Knowledge: Details any specific knowledge required for the role, such as understanding of a particular sector, regulatory requirements, or specialised fields.

‍

<span class="grey-callout"><span class="text-color-purple">Note:</span> we actually recommend a better version of a Person Specification, called a Great Performance Profile.</span>

‍

Purpose and Benefits of a Person Specification:

• Clear Criteria for Assessment: A person specification provides a clear set of criteria against which all candidates are measured, ensuring a fair and objective recruitment process.
• Improved Candidate Fit: By outlining the essential and desirable qualities, the person specification helps in attracting candidates who are more likely to be a good fit for both the role and the organisation.
• Guidance for Applicants: It provides potential candidates with a clear understanding of what is expected of them, allowing them to assess their own suitability for the position before applying.
• Enhanced Recruitment Efficiency: By clearly defining the requirements for the role, a person specification helps streamline the recruitment process, making it easier to shortlist and interview candidates who meet the criteria.
• Legal Compliance: A well-defined person specification helps ensure that the recruitment process is compliant with equality and discrimination laws, as it provides objective criteria that minimise bias.

Overall, a Person Specification is a crucial document in the recruitment process, ensuring that the organisation attracts and selects the most suitable candidates based on a clear understanding of the role requirements and the qualities needed for success.