An employer should think before they hire a candidate. Educational qualifications for … Trending Questions. Creating a detailed person specification provides benefits to employers, but it also has drawbacks. Learn about a little known plugin that tells you if you're getting the best price on Amazon. Knowing the job specification advantages and disadvantages can help you write more effective job descriptions that clearly detail requirements and avoid legal issues. A job description with an exhaustive list of duties and responsibilities may overwhelm even the most qualified candidates, and a poorly-written one can confuse the candidate or impart a negative impression about the company. It denotes the minimum and maximum qualifications of the candidates. It helps in the better recruitment process for the employer. Relevance. Disadvantages of Job Specification. Join Yahoo Answers and get 100 points today. The job description helps the employees to clearly identify the responsibilities of a particular job. Advantages and disavdantages of person specification? Job accountability is something that is decided by the higher officials about how and which task should be assigned to the employee based on their work experience and qualification. The job description is a specified explanation of all the duties that a Career Support Worker might be expected to work with the given samples for the related duties. The assigned task and function should be initiated with action verbs that explain the activities. Nature of duties along with the operations to be performed. Decreases liability, because the Job description provides a documented review of the potential of the applicants. For example it will include; Job Title General Tasks Responsibilities Location Salary Hours of Work Holiday Entitlement Person Specification A Person Specification is a profile of the ideal candidate for the job - information on the type of person that they want for the job. For example it will include; Job Title General Tasks Responsibilities Location Salary Hours of Work Holiday Entitlement Person Specification A Person Specification is a profile of the ideal candidate for the job - information on the type of person that they want for the job. These two elements make a whole when it comes to informing a recruiter of what you want when using their service. How to Use Artificial Intelligence in Talent Acquisition Process? Disadvantages. In other words, prescreening job candidates can save time, money and support a more rigorous recruitment process from start to finish. They should also request the candidates to mention if they are currently employed or not. Most specifications include the title of a job position and on what level it falls within the company. 10 Simple Tips, Top 30 Recruitment Mistakes: How to Overcome Them, What is an Interview: Definition, Objectives, Types & Guidelines, 20 Effective or Successful Job Search Strategies & Techniques, Remote Recruitment: Everything You Need to Know. These assigned tasks will be agreed by the senior member of staff before the worker begins the task wherein the senior staff will provide support. Accommodation and working conditions along with the performance of that particular job should be mentioned. Job description pays a way for the applicant to compensate their income for which they had been hired. As per the American with Disabilities Act (ADA), a candidate should not be neglected because of his/her disabilities. There are certain limitations of job specification. And while the latter describes what the job will entail, the former describes what kind of person is required to do the job. This means while posting the job descriptions that attract applicants, one should be aware of these too. Work under general direction depicts that the assignment can be performed by the employee in his own technique after receiving the general instructions, for which an employee should be an expert in that field respectively. Lv 6. Hence the candidate should be more specific while writing a job description and even the Human resource members while posting it. There are some cases in which it is better to eliminate the use of a job description for the good of a company. Here here are a few advantages and disadvantages of the job description. Person specifications are often mixed up with job descriptions. The application forms or CVs are compared to the person specification and job description. To design and to deliver a project to an enterprise that helps one for the chances of employability. The location of the job and the upper-level employee to whom the new employee will report is also listed. Though job analysis plays a vital role in all other human-related activities every process that has human interventions also suffers from some limitations. An employer should also include the reasons as to why each requirement is included. A job specification is also a note which has functions that are assigned to the employee by the employer. Get answers by asking now. How to Keep Candidates Engaged through the Hiring Process, What Can You Bring to The Company? For a few of them, it is a greater hindrance towards their work. One of the main disadvantages of a job description is the limitations an employee may place on himself due to the job description. 2. Job Summary: Within this summary is found a list of the necessary skills it takes to effectively complete the duties of which the job consists. How to Improve Your Credit Score, Who Are the Highest Paid Athletes in the World, What are the Highest Paying Jobs in New Zealand, difference between job description and job specification, Multitasking on Resume: Reasons you should Avoid, List of 14 Most Innovative Startups in the World, Wisestep Chrome Extension: The Latest in Recruitment Automation, What is Talent Analytics: How It Matters in Recruitment. Anonymous. This enables a business to complete its hiring processes in the most time-efficient manner possible. If it is not created effectively, this type of specification can endure legal consequences for a number of reasons. The human resource team should intimate the candidates that the job description will be the major part of the evaluation process. There's no doubt that poor recruitment decisions of a bad hire can have long-term impacts for organisations - and fixing an underperforming employee can take some time to set right. #Advantages and Disadvantages of Job Analysis! 3. An employee may refuse to do other tasks not listed in the job description. A person specification can, therefore, form the basis for the selection of the most suitable person to fill the job. There are certain limitations of job specification. Still have questions? Job analysis refers to the identification of the vacant job position and description of the task, duties, role, responsibilities and job title along with related requirements. This helps remove bias, prejudice and personal interest, all of which can be problematic for recruiting successfully. While a person focuses on job specifications, the organization is responsible for developing and docu­menting job descriptions. It involves various roles and responsibilities despite of the person’s creed or caste. A person specification should also be updated and reviewed on a periodic basis to ensure its validity. The criteria must be capable of being objectively justified as the minimum requirements to carry out the post effectively. It also comprises of the skills that an eligible candidate should possess. The job description explained by the employer and submitted by the employee should correlate with each other. A job can be defined as the roles and responsibilities in the work that are established based upon the organization’s standards which may critically affect the required results and optimize the demands. The recruiter should be aware of the candidate’s strong commitment towards diversity. A person specification describes the ideal person to fill the job, and is a profile of the personal skills and characteristics you will look for in the recruitment and selection process. They are: As the name says work under immediate action is the duty performed by the employee as soon as receiving the detailed instructions which involve a standard method and procedure. A job specification is a detailed description of the role, including all responsibilities, objectives and requirements. Join. The seller will be responsible for performance when the buyer specifies performance. Most companies refer to this type of summary as a person specification. Time commitment towards the assigned work will play a major role in the job description. Job summary usually indicates one’s career objective and the relevant experience he/she have. What is the Best Way to Conduct a People Search. Get your answers by asking now. Job description can be defined as a way of collecting and recording job-related information which will help one to proceed further with the opted job title. Job Description Job Description is basic information about the job. This little known plugin reveals the answer. When businesses and organizations hire employees, many times, they create a summary of the ideal type of person who can best fulfill a job position. The concept of entrepreneurship, employees the staff through innovative and cost-effective methods, To establish and improve the usage of mobile applications as a communication tool and, It provides an opportunity to build a smooth and good relationship within the enterprise. Is Amazon actually giving you the best price? Potential job candidates can be negatively affected by a poorly-written or overly-written job descriptions as well. Favourite answer. The person specification works hand in hand with the position description and the content in the person specification … Job description is explained to manage the performance of the job requirements. Job description can be defined as the written statement which includes roles and responsibilities or functions of a particular position. 3. With the job description created, you’ll need to decide where’s the best place, and what’s the most suitable method, to advertise a role and attract candidates. illegal activities. While the auditing is done, the managers should be more specific about the job description of the new employee. The biggest disadvantage of job description is that sometimes it could be too rigid in the sense that if employee has the capability to perform other tasks in the company but due to description of the job he or she cannot do the task than it will lead to frustration in the mind of the employee and indirectly it is also a loss to the company as company will miss out on the extra work and talent of the … This can be frustrating for managers and supervisors and limit the productivity of staff and employees. The employer should never include any requirements or specifications that are not applicable to the job position being filled. Discourages the innovative ideas which may or may not take the enterprise to a greater extent. It means you test all of your candidates against the same list of priorities set out in advance. 2. Job description is concise information about a particular job. It pays a way for the employee and the employer to become aware of the task that has to be completed. The process of job analysis also has its own constraints. The job description should detail the purpose, tasks and responsibilities of the job. Job specification helps in hiring an appropriate person for an appropriateposition. It is a time consuming process as it has to be very thorough and complete. A person specification is a description of the qualifications, skills, experience, knowledge and other attributes which a candidate must possess to perform the duties of the job. be more specific please. A person specification is a document created by a business that wants to fill a vacancy. Person specifications are not seen by applicants, only by hiring personnel, which is what makes them different from job descriptions. It specifies the task that is to be performed and checks whether the employee meets the deadline. And while the latter describes what the job will entail, the former describes what kind of person is required to do the job. Doing so could cause the specifications to be considered discriminatory. If the measurable focus is not done upon the job description then the applicant will be terminated or eliminated for the assigned work. The importance of job description is very high in the hiring/recruiting sector. Ask Question + 100. But the biased nature of the analyst causes a severe problem. Job description: A detailed description of the role and its main responsibilities. Person specifications are not seen by applicants, only by hiring personnel, which is what makes them different from job descriptions. Job Specification deals with the primary responsibilities that should be performed by the candidate. 12. Still have questions? The primary use of the person specification document is to assist in the recruitment and selection of a new employee.. The actual duties should be carried out by each employee or staff with the best care. A perfect job specification acts as advantages of person specification i.e, in finding out the best candidate suitable for the role. The terminology listed within person specifications can never disclose biases which are not applicable to the job position. So, let us discuss the advantages and disadvantages of job analysis process at length. Sometimes it deals with overall achievement in one’s career. It is also defined as the duty of the trustee in which the jobs will be prioritized to the employee based on their capability. 12 years of Experience within the International BPO/ Operations and Recruitment Areas. 10 years ago. A job description with an exhaustive list of duties and responsibilities may overwhelm even the most qualified candidates, and a poorly-written one can confuse the candidate or impart a negative impression about the company. It is a time consuming process as it has to be very thorough and complete. The benefit is that it will not consume much time and a quick report to the managers that can be done. The various elements of job specifications are physi­cal specifications, mental specifications, behavioural specifications, and personal specifications. Eligibility criteria should be matched with a respective job. This involves a huge summary of the key responsibilities. If you do end up with an unsuitable employee, it's important to address the situation. A well-experienced candidate might have their own standards that match with the organization’s standards. The higher job responsibility is complex which is more difficult to explain in words. Amazon Doesn't Want You to Know About This Plugin. A perfect job specification acts as advantages of person specification i.e, in finding out the best candidate suitable for the role. There are a few rules that need to be followed while writing a job description: The job description should be present in a proper format that will attract the applicants. A detailed job description can help an employer to find qualified employees for open positions. The purpose is to find a prospective employee. Job Description and Person Specification . They also provide quantitative standards against which the performance appraisals can be opposed. Some of the disadvantages are mentioned below: 1. Poorly-written job descriptions of the applicant might take them to wrongdoing activities i.e. A person specification covers off on the experience, qualifications, skills, knowledge, abilities, ... One of the main disadvantages of a job description is the limitations an employee may place on himself due to the job description. Join Yahoo Answers and get 100 points today. The recruiter should post job descriptions that will be abided by the organization’s standards, but at the same time he/she should not discriminate the candidates by posting “. After gathering the detailed list of responsibilities that involves experience, knowledge, skills, and abilities the applicant should check whether he/she can opt for that particular position. So, let us discuss the advantages and disadvantages of job analysis process at length. Job specification: This is a tailored document used to assess applications. Job identification and jobs id mainly deal with the job title and job code in which the employee can check whether that job will suit him/her. Job responsibility is something that deals with the importance and the duties listed in the organization’s policy and that are to be followed in the same order. Hiring the right person. 3. The Disadvantages to Prescreening Employees Job description and job specification are the two essential components of job analysis. Some advantages and disadvantages of a person specification are:Candidates get a better idea about the job.Candidates are judged systematically.Gives an idea … Hiring the right person. Why is job specification important to a business? This is used to draw up a shortlist of the most suitable candidates. If one possesses the job descriptions, it means that he/she has been accepted to have more practice upon a certain task. Some of the disadvantages are mentioned below: 1. Extensive experience in Complete Recruitment Life Cycle - Sourcing, Negotiation and Delivery. Work under guideline policies means that employees can complete the given task by the limited policies that are set by the organization and legislative authority. Employee job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. A project lead or a team lead must have a higher range of profiles which will help him/her to face the challenges in the other organization. 0 0. While a person focuses on job specifications, the organization is responsible for developing and docu­menting job descriptions. It should be updated periodically; otherwise, it may lead to outdated data or information. Typically, a job description summarises the tasks that … A person specification states the minimum set of capabilities a person (the new recruit) needs to have in order for them to be appointed into a position. It also includes the job title, job location, position description, job summary, working conditions such as qualification that a person’s relationship with other level members in the organization. Job title and designation 2. It should contain essential and desirable skills, experience and qualifications. But the disadvantage is that one cannot submit the full-fledged information about the duty that is assigned. Job description is time bound and changes with changing technology and changing knowledge & skill requirements. It renders the structure and discipline of the enterprise which the applicants should abide. They should therefore take account of job and person specifications and an organisation’s medium- and long-term needs for talent, as well as reflecting the organisational ethos and values. Even though there are large benefits in the job description, there are few of the disadvantages which both the employer and the applicant’s face. 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Though a person specification is different from a job description, it is still very beneficial to employers. Top 13 Reasons, 150 Best Inspirational or Motivational Good Morning Messages. Trending questions. This document provides information about the type of person the business wants to hire. Any criterion that can be impartially or neutrally assessed should also never be included. How to Answer, Why Education is Important? They are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. What does this mean? This helps one to increase individual accountability. The legal risk in the employment law which are bounded by the job description mainly focuses on the document position goals and the implied performance standards. Two well-known systems are suggested in drawing up a person specification: Alec Rodger’s Seven-Point Plan and Munro Fraser’s Five-Fold Grading System. Sometimes, a manager may fail to extract correct information from such small amount of data. It helps one to identify whether the applicant is qualified for the hired position or not. If you do end up with an unsuitable employee, it's important to … The most common approach now used by recruiters is to use what are known as "competencies" to design the person specification. The person specification and job description can also be used as the basis for staff development, appraisals, or promotions in the future. It is important to write effective job descriptions and person specifications. Sometimes, it does not meet employee expectations. Join. An employee will be supported to verify their work done to achieve the goals and the corresponding outcomes which not only involves prescribed tasks but also his/her maximum effort. It helps to work with a human resources professional and even seek insight from employees when drafting a list of job duties and skills. A job specification is also a note which has functions that are assigned to the employee by the employer. It clarifies the exact expectation of the employer on a clear description. Job specification translates the jobdescription into human qualifications so that a job can be performed in a bettermanner. The more explicit you are in the person specification the more time you will save and there is a greater chance of attracting the right candidate for the job. The job description helps one to support the career worker teams to embed the new employee with practical entrepreneurial experiences into their curriculum and to provide guidance as needed. The process of job specifications are not applicable to the employee by the employer employer, then he/she can things. 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