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Key points to note when reviewing or creating a Job Description and Person Specification for Advertising

Job Descriptions

NHSGGC Job Descriptions must be formatted using a standard template - click the link for guidance on the Job Description format - Agenda for Change Job Description Template

When reviewing an existing Job Description changes or additions to sections other than section 2 and 3 (Job Purpose and Role of the Department) can be made in consultation with and the agreement of Human Resources or via the New and Changed Job Review process.

All posts must have an up to date Job Description and Vacancies cannot be advertised without an up to date Job Description

An accurate and up to date Job Description is an essential part of the recruitment process and should describe the main tasks and responsibilities and the minimum essential selection criteria.

The Job Description must not contain any comments or descriptors which may be subjective or negative towards work colleagues or the work environment

Person Specification

NHSGGC Person Specifications must be formatted using a standard template- click the  link for guidance on the Person Specification  format 

A person specification is an essential part of the recruitment process as it helps to ensure the recruitment process is objective and not subject to personal bias. It is used to justify decisions in relation to shortlisting/selecting the successful candidate.

It clearly sets out the experience, skills, qualifications, knowledge and personal qualities that are necessary to perform the duties of the post effectively and safely.

The criteria contained in the Person Specification should be applied consistently throughout the recruitment and selection process. Only criteria specified as essential and desirable can be used to support a decision to interview, reject or appoint a candidate.

The information included in a Person Specification as essential must be those listed in the job description. No new essential criteria can be introduced without prior consultation and agreement with Human Resources or via the New and Changed Job Review process.