Definition
A document that describes the ideal candidate for a job, listing the essential and desirable skills, qualifications, experience, and personal attributes required. It is used alongside the job description to assess and shortlist candidates consistently and fairly.
UK Context
Person specifications are particularly important for UK recruitment compliance under the Equality Act 2010. All criteria should be objectively justifiable and genuinely necessary for the role. Including unnecessary requirements can lead to indirect discrimination claims.
Best Practices
- Clearly separate essential criteria from desirable criteria and explain how each will be assessed
- Ensure all criteria are relevant to the role and can be objectively measured or evidenced
- Review criteria for potential indirect discrimination against protected characteristics
Frequently Asked Questions
Why is the distinction between essential and desirable important?
Essential criteria are must-haves that all candidates need to be considered. Desirable criteria are nice-to-haves that differentiate between suitable candidates. Setting too many essentials can unnecessarily limit the talent pool and risk indirect discrimination.
How does a person specification help prevent discrimination?
By requiring all criteria to be job-related and objectively justifiable, person specifications ensure candidates are assessed on relevant factors rather than subjective judgements. This creates a defensible audit trail if a recruitment decision is challenged.