In other cases it may be that it would be impossible to carry out certain tasks without having been trained to do them. In all cases, you need to determine whether a specific qualification is the only way that a candidate could demonstrate that they are able to do the job. Someone who has no formal qualifications may have worked previously in a relevant sector and developed the necessary skills and knowledge. Personal qualities and discrimination Be objective and ask whether these characteristics are directly relevant to the job.
If not, they could possibly be discriminatory. Indirect discrimination is not illegal, provided it can be objectively justified. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job. As a premium member, you get access to view complete course content online and download powerpoint presentations for more than courses in management and skills area.
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This statement is appropriate because it includes information on the three elements mentioned above:. The statement does not, for example, show what the end result of this activity would be. A more appropriate example would be:. The selection criteria detail the skills, experience, abilities, and expertise required to carry out the job effectively and enable recruitment panels to evaluate and select candidates objectively, consistently, and transparently to reduce the possibility of unfair discrimination.
Job Purpose This should be an accurate and concise statement, one or two sentences in length as to why the job exists and the main contribution it makes to the university. Some examples of job purposes are listed below: Food and Beverage Assistant: to prepare and serve food ensuring hygiene regulations are adhered to. By keeping a safe working environment, Managing w Flexible working has become more popular in recent years.
With more ways of doing work remotely and Home Topic What is recruitment? The importance of a job specification.
The importance of a job specification 19 September What is job specification? These include: Emotional characteristics. Sensory demands such as making judgements. Enable your recruitment team to understand the qualifications and characteristics a candidate should possess.
Understand who the best candidate for the role amongst your applicants. What you gain for this will include the: And this relates to the incumbent for the role.
In summary, the process involves a: Job title. List of responsibilities. Candidate requirements. Details on company culture. Potential wage. Miscellaneous details. These will help you to understand how to apply these as part of your job analysis: Education requirements : You may only be looking for basic GCSE grades, or a PhD.
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