Job Specification:
A job specification is used to highlight the qualifications, skills, experience and personal attributes that are necessary for a specific job role. It presents a thorough knowledge base of the perfect candidate’s educational level, technical talents, professional experience, and personality traits that are key to successful job performance. The main objective of job specifications is to assist HR professionals and recruiters in the hiring process to assess the suitability of the candidates for the position.
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Job Description:
The job description is a detailed job role in a specific organization. This includes what is expected of the employee in terms of duties, responsibilities, tasks, objectives, and reporting relationships with the job. Job descriptions clarify the roles and obligations of the employees within an organization and help them understand what is expected of them. They are not only employed during the hiring and selection process but also by the employees to get the job role and the associated responsibilities.
Job Specification Vs Job Description
| Aspect | Job Specification | Job Description |
|---|---|---|
| Definition | Details the qualifications, skills, and characteristics required by an individual to perform the job effectively. | Describes the duties, responsibilities, tasks, and objectives of a particular job role. |
| Focus | Focuses on the qualifications and attributes of the ideal candidate for the job. | Focuses on the specific tasks and responsibilities associated with the job. |
| Content | Includes information such as educational qualifications, experience, skills, knowledge, and personal traits. | Includes information such as job title, reporting relationships, duties, responsibilities, and performance expectations |
| Purpose | Guides recruitment and selection processes by specifying the criteria for evaluating candidates. | Provides a comprehensive overview of the job to help employees understand their roles and responsibilities. |
| Used by | Used primarily by HR professionals and recruiters during the hiring process. | Used by both HR professionals for recruitment and selection and by employees for understanding their roles. |
| Examples | – Educational qualifications – Experience – Skills – Personal traits | – Job title – Reporting relationships – Duties and responsibilities – Performance expectations |
| Flexibility | Relatively fixed and specific to the requirements of the job role. | Can be updated or revised to reflect changes in the job or organizational needs. |
| Legal Compliance | Helps ensure compliance with equal employment opportunity laws by focusing on job-related qualifications. | Helps ensure compliance with labor laws by accurately documenting job duties and responsibilities. |
A job description is a detailed outline of the roles, responsibilities, scope, and working conditions of a job. It typically includes the job title, duties, and objectives of the position.
A job specification focuses on the qualifications, attributes, experience, skills, and education required from a candidate to perform the job. It complements the job description by detailing the person needed for the role.
A job description describes the job itself, while a job specification describes the ideal candidate. The former outlines what the job entails, and the latter specifies the qualities of the person needed to fill it.
They serve as benchmarks during the hiring process, ensuring candidates understand the job’s requirements and employers can assess applicants’ qualifications accurately.