When you develop a job specification, you are really trying to accomplish two goals. The first is to get the most suitable candidates to apply, and the second is to make position desirable enough for someone to want to work for you.
To get off on the right foot, you’ll want to be specific about what you want in the job description, without getting lost in a wish list. To solve this possible temptation, you want to create what is known as an essential skills list. Start by asking what the five most essential skills the candidate should possess. Be specific in what those candidates need to be able to do in order to get the job done for you.
What do those candidates need to have achieved in order to bring that experience to your business? Don’t fill up your job description with a lot of required skills or experience being needed. Put in too much and you won’t have too many candidates knocking on your door.
Next, look at your business itself. Why would anyone want to be employed there? What benefits come with joining the company? What experience can be gained working at your company that can enhance a person’s career path?
Keep in mind that the particular set of skills that you may be requiring for your job are also being sought after by other businesses. You don’t want to let the best people go elsewhere.
As a guideline to selling your business to potential candidates, consider the following:
Does your company stay on the cutting edge of the latest technology?
Is your company based in an ideal location?
Is your company considered a leader in its industry?
Is now an exciting time for someone to be coming on board at your business?
Do you already have a team with a lot of experience?
Is there recognition in the industry for your company?
Does your company provide training in a formal setting for candidates?
