Differences Between Job Description and Job Specification: Most firms will create a job listing to publish in a variety of places, including their own company’s career website, aggregate job posting websites, social media, and even traditional print media, like newspapers, to recruit and inform new employees. These postings typically provide quite in-depth information, frequently divided into sections, regarding what the position requires and the necessary qualifications. A job description and specification are usually included in these sections.

Also, you are probably already familiar with what a job posting looks like if you have ever applied for a position. They often include a brief history of the organization you’re applying to, along with some of its current excellent qualities. Following that, you will see the job description and job specification, which are the two most crucial elements of the posting (apart from the contact details!).

Although these sections appear to be similar, they are actually distinct even though both are crucial for the employer and the potential employee. The purpose of this article is to enhance your personal career search by defining job specification and job description and differentiating them.

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Job Description Explained

To put it simply, a job description entails describing the specifics of a job profile and the duties that go along with it.Included in this are all of the various job-related terms and conditions. A corporation uses job descriptions to help applicants understand the position they are applying for.

You can also include the job description in your resume or cover letter to help recruiters understand the responsibilities and duties for which you have been trained. A job description is essential to clarify expectations for both the company and the candidate. The following are components of the job description:

a. Job Summary

b. Job Title

c. Responsibilities and Duties Associated with the Job

d. Location of the Job

e. Nature of Supervision

f. Working Conditions of the Job

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Since they relate to a particular position that the company needs to fill, these specifics are typically precise. The hiring manager will likely let candidates know if the role changes before, through, or even after the hiring process.This will allow candidates to consider how the changed responsibilities will affect their qualifications and preferences for the position.

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Job Specification Explained

On the other hand, a job specification outlines the professional abilities and expertise needed for a given job description. The type of education and experience you require for a given employment role are simply communicated by the job specification.

Recruiters primarily utilize this to screen applicants and choose the best ones for the position. Job descriptions may also list the personal qualities you must possess in order to be considered qualified for that position. A job specification’s components include:

a. Mental Qualities of the Qualified Candidate

b. Physical Qualities That the Candidate Must Possess

c. Personal and Behavioral Qualities of the Candidate

d. The Candidate’s social skills

e. Educational background.

f. Work experience.

g. Ability to work in the conditions required for the job.

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Depending on the position, company, and industry, some of these qualities might be required for a certain job and some might be preferred. An applicant may be able to persuasively demonstrate how their background meets the requirements of the position by thoroughly reading the job specification.

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Differences Between Job Description And Job Specification

Despite the fact that a job specification and job description have similar objectives, they serve different purposes in the hiring process. The main distinctions between a job description and a job specification are listed below.

1. Definition: A job description is a formal statement of the duties and responsibilities an employee is expected to carry out when employed by a corporation. It was developed by the business management. In the document, a summary of the obligations and liabilities of a certain job inside a firm is given.

Whereas A job specification is a written description of the qualities that a particular job holder in an organization should possess, produced by the human resources division or the recruitment team. A perfect tool for job specification includes all of the education qualifications, employment history, technical skills, and personality traits needed to do a specific job.

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2. Content matter: Despite the fact that the two sections of a job listing address the same role and have comparable language, the specifics are typically different in terms of content matter. A job specification often offers information on the formal standards that must be met in order for someone to be recruited.

Education, experience, abilities, and other qualities that may be required or desirable fall under this category. while, a job description often contains information about the duties of the person recruited. This may consist of the job title, location, working circumstances, an overview, and occasionally supervisor information.

3. Purpose: A job specification’s main goal is to let applicants know what is required of them in terms of education and experience when applying for a post. It can also enable HR specialists and recruiting managers swiftly assess possible applicants and evaluate how well they meet these requirements. Whereas the goal of a job description is to describe to applicants the duties they would be responsible for if recruited.

Potential candidates can use this to gauge how well-qualified they are for the position, which is vital information. It may increase the likelihood that qualified individuals will apply, which is beneficial for recruiting managers.

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4. Function: Using a job description makes it simpler to select the best candidates for interviews, and the details supplied therein frequently form the basis for interview questions. It also helps candidates decide whether a position aligns with their preferences, objectives, and interests.

A job specification, however, simply helps the applicant describe their abilities and qualifications to perform the tasks listed in the job description.

5. Benefits: Making sure applicants are aware of the qualifications needed before applying might be facilitated by including a job specification in the listing. With this knowledge, individuals may create a resume and cover letter tailored to each position they apply for. It might also be a helpful standard for recruiting managers to consider when assessing applicants.

Whereas A job description included in the listing might help potential employees understand what is expected of them once they are employed. This gives them the opportunity to create application documents that demonstrate how and why they are qualified to carry out those activities. It can help hiring managers by weeding out applicants who are qualified for and interested in the position.

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6. Quantification: During the hiring process, information about candidates can be quantified or measured using both job specifications and job descriptions, but the information that each one assesses is typically different. A job specification evaluates a candidate’s suitability for the position.

These qualifications may be necessary or recommended depending on the situation. While a job description lists the specific duties and responsibilities that go along with a given position. Unless the role itself changes, these specifics are typically fixed.

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Conclusion

In summary, A job description provides a basic overview of the duties, responsibilities, and processes related to a certain employment. The qualifications, skills, and personality traits expected of applicants for a particular post are outlined in a job specification, on the other hand.

So It’s crucial to include both the job description and job specification in any job ad, even though they convey distinct information. By making the data from these two areas available up front, you may significantly limit the amount of applications that aren’t qualified, which will ultimately save everyone’s time.