Definition
A document that outlines the specific qualifications, skills, experience, and personal attributes required of a person to perform a particular job role successfully.
UK Context
Under the Equality Act 2010, job specifications must contain only requirements that are genuinely necessary for the role. Requirements that are not objectively justifiable could constitute indirect discrimination if they disproportionately exclude candidates with protected characteristics. The CIPD recommends distinguishing clearly between essential and desirable criteria.
Best Practices
- Clearly distinguish between essential and desirable criteria to avoid unnecessarily excluding qualified candidates
- Ensure every requirement is genuinely necessary for the role and can be objectively justified
- Review specifications for potential indirect discrimination before publishing
- Use the specification as the basis for shortlisting, interview design, and selection decisions
- Update specifications regularly to reflect evolving role requirements
Frequently Asked Questions
What is the difference between a job description and a job specification?
A job description outlines the duties, responsibilities, and reporting relationships of a role. A job specification details the qualifications, skills, experience, and personal attributes required of the person filling the role. Together, they provide a complete picture for recruitment and selection.
Why is it important to distinguish essential from desirable criteria?
Essential criteria are requirements candidates must meet to be considered for the role. Desirable criteria are additional qualities that would be advantageous but are not mandatory. This distinction prevents qualified candidates from being unnecessarily excluded and reduces the risk of indirect discrimination under the Equality Act 2010.
Can job specifications include physical requirements?
Physical requirements should only be included if they are genuinely essential for performing the role. Under the Equality Act 2010, employers must consider whether reasonable adjustments could enable a disabled candidate to meet the requirement. Blanket physical requirements that are not objectively justified may constitute disability discrimination.