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One of the most important tools in searching the right candidate
is the Job Specification (Job Specs). Job Description (JD)
only described the type of job that is required of the candidate
once he or she is to join the organization. But the JD does not
describe the type of person that is required to do a particular job.
By providing the Search Agent with a detailed Job Specs, it may reduce 70% of the search time because it greatly narrows down the
type of person required by the hiring party. And also reduces the
time/number of interviews because only candidates that meet the criteria are
called for interviews.
Typical information required for the Job Specs are:
1. Qualification, this should include any professional membership
if so required by the client due to the nature of the job.
2. Specific work experience in the type of industries.
3. Salary Range. This info is very important as it would
determine the level of seniority/experience/work exposure required
for the job. (Example: A Finance Manager in a Multi-National Company
(with revenue of more than RM2 billion) may command a salary of more
than 50% compared to one working in an local company (with RM10
million revenue).
"Job Title" can be misleading, it does not reflect "true
worth" of the candidate, but the salary is an indicator.
4. Work location. This may seem trivial, but unnecessary
interviews can be avoided if the candidate knows from the start that
he/she might not want to work in a particular location.
* The narrower the search becomes; the easier to get the
Right person(s) for the job. Otherwise the client may waste precious
time of having too many candidates to interview.
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