What do a job description and a person specification specify in recruitment practice?

• A. Job description lists salaries; person specification lists company policies.
• B. Job description is about benefits; person specification is about location.
• C. Job description is optional; person specification is optional.
• D. Job description states duties and responsibilities; person specification lists required skills, qualifications, and attributes. They guide the advert and the shortlist.

Answer: (D)

In recruitment, you separate what the job requires from the kind of person who would fit it. A job description spells out the duties and responsibilities of the role—the tasks the person will perform and what the job entails day to day. A person specification lists the skills, qualifications, and personal attributes the successful candidate should have to do those tasks well.

These two documents work together to guide the advert and the shortlist. The job description provides the content of the job ad, while the person specification gives the criteria you use to screen applicants and decide who to invite for an interview. For example, you might describe responsibilities like “manage a team,” “prepare financial reports,” and “maintain supplier relationships” in the job description, and then specify the needed qualifications and qualities—such as “degree in business,” “strong communication skills,” and “three years’ experience”—in the person specification.

The other options don’t match this purpose: salaries or policies aren’t the focus of describing the role or the candidate profile; benefits or location aren’t the defining criteria for hiring; and these documents are standard parts of recruitment rather than optional.