Putting together an appealing job specification
Most job specifications are designed primarily to list the responsibilities that
potential new hires can expect to be given, so that they can determine for themselves
if they’re suitable to apply.
But good job specs perform another important function: promoting your position,
and your organisation. Don’t pass up this opportunity – after all, the best people
are likely to have a choice of interviews or even a choice of job offers. Ensure
yours appeals to them right from the start with a few extra touches:
Reason for… joining
- Give context: You’ll probably want to know candidates’ reasons
for leaving – but equally, many of them will want to know why you’re recruiting
- Write your own job spec: If the role’s newly created, say why:
jobs that have become available because of business growth or expanding headcounts
say positive things – and people like the idea of being able to shape how their
role impacts more widely in the organisation
- Internal promotion: If the role has become vacant because someone
has been promoted internally, that’s also a good sign – so say so…
Aims & objectives
- Reach for the stars: Don’t just list routine tasks (which most
candidates will assume anyway) – good people are typically more fired up by specific
goals and opportunities for achievement; make your role stand out by demonstrating
that real challenge lies ahead, right from the start (and say what the rewards might
be)
- Projects, projects, projects: Everyone loves a project – non-mainstream
activities, even if these are only occasional, bring otherwise repetitive job specs
to life; these might include possibilities for working in cross-functional teams
or getting exposure to senior clinical or management care professionals who influence
organisational objectives or future promotions
Future trajectory
- Good people don’t stand still: Yes, the job in hand is the priority
– but if there’s a structured career plan, briefly outline what might happen a year,
two years down the line
- Set out milestones: Say (if you can) what might be expected of
the post-holder in order to gain a promotion or pay rise – people are rarely afraid
of challenges if they understand the payback