Differences Between Job Description And Job Specification

Differences Between Job Description And Job Specification

Differences Between Job Description And Job Specification – The terms “job description” and “job description” are often used interchangeably. However, they have two different purposes. While both play important roles in the hiring process, it’s important to know what makes them different. Understanding the difference between a job description and a job specification is important to get the most out of your hiring process.

This article discusses the difference between job description and job description. Understanding these differences can effectively streamline your hiring process.

Differences Between Job Description And Job Specification

1. Utility

Job descriptions provide a wealth of job-related information that helps management assess job performance and identify employee training needs.

Job specifications help job candidates analyze whether they are a good fit for a particular job.

2. Definition

A job description provides a general description of the responsibilities, duties, and activities related to a particular job in a particular organization. On the other hand, a job specification is a statement of requirements, specific qualities, skills, and personality traits, that an individual is expected to do a particular job.

3. Content

A job description typically includes the job title, location, job summary, work environment, duties, etc. includes

Job specification lists a person’s qualifications, experience, education, skills, emotional characteristics, and mental abilities to do the job.

4. Components

The main components of a job description are the purpose of the job, duties, goals, objectives, qualifications or requirements, the scope of work, supervisory duties, working conditions, and special circumstances. Rather, the key components of a job specification include education, experience, skills, personality traits, needs, and authority.

5. Application

Human resources administration applies a job description document to provide adequate information about a particular position in the organization. This information helps assess job performance, which is important in determining employee training needs.

The information contained in the job specification document is used by interested parties when analyzing whether they meet the specific requirements of a particular position, while also helping the recruiting agency to know the type of employee they want to hire.

6. Measures

A job description measures the duties and responsibilities related to the job.
Job specification measures the capabilities the contractor must have to perform the job.

7. Aim

Job descriptions help recruiters find the right candidate for an interview, and explanations often form the basis of the questions. Plus, it helps job seekers decide if a potential job matches their skills, interests, goals, and preferences. But the job specification helps the candidate to outline their skills and abilities to perform the functions described in the job description.

8. Origin

The source of the job description tool/document is the job analysis process, which is an attempt to identify and detail specific job tasks and requirements. In addition, job analysis highlights the relative importance of prominent responsibilities for a given task.

Job specification tools are derived from business documents. A human resources manager must quickly identify the roles and responsibilities involved in the job before determining the skills and qualifications a person needs to work in a particular job.

Definition of Job Description

A short, organized, and concise written statement that lists all the essential requirements of the job along with a summary of the job duties and responsibilities to be performed by the employee is known as a job description. This is the immediate and main result of business analysis. In short, it is a statement that records all the important facts about a particular job.

The job description informs about a vacant position, positions, duties, and responsibilities, duties, etc. contains detailed information. Written. Hiring managers create this document to invite potential candidates to apply for open positions.

Job descriptions paint a clear picture of the nature of each position, taking into account the functions and professional requirements. It is an accurate and reliable record of the content of the work. It includes basic authority, responsibility, the scope of work, role, and purpose. This is a complete summary of the work, in which all the necessary details are briefly outlined. It defines the primary and secondary conditions necessary to perform the job in question.

Job descriptions make it easy to justify rewards and penalties when candidates don’t meet job requirements. In addition, it is easy to identify the training needs of employees.

Purpose of a job description

  • The main purpose of a job description is to collect job-related data to advertising a particular job. Help attract, orient, recruit, and select the right candidates for the right job.
  • This is done to determine what should be sent in a particular job. It explains what the employee must do if selected for the job in question.
  • Gives the employee a clear picture of the candidate for a particular department or department that needs to perform a particular task or job.
  • It also explains who reports to whom.

Definition of Job Specification

A statement that specifies the minimum qualifications and characteristics required to perform a particular job is called a job specification. It is also called a human trait or person trait or employee trait.

Job characteristics list the qualifications, skills, knowledge, educational qualifications, and experience required of a candidate to perform a particular job.

After managers prepare job descriptions, they also prepare job specifications. By preparing a job description, managers identify the skills and qualifications needed to perform the job.

The job specification is drawn up following the job description, which specifies the characteristics that the employee must have to perform in the workplace. Translates the job specification into the relevant human qualities required by the job. Developed in collaboration with supervisors and human resource managers.

Creating job specifications is not an easy task, as it sometimes seems difficult to classify whether certain requirements are mandatory or desirable. However, it helps to know that the basic elements of the person are taken and controlled.

Purpose of a job specification

  • The job specification helps candidates to analyze whether they are suitable to apply for a particular job.
  • Helps the organization’s hiring team understand the skill levels, characteristics, and feature sets an eligible candidate for a job position should have.
  • Provides detailed information about any job, including job characteristics, job responsibilities, required technical and physical skills, speaking skills, and more.
  • Helps to choose the most suitable candidate for a particular job.


These differences play an important role in building your resume. Resumes play an important role in shaping your career.

Frequently Asked Question(s)

What are the similarities between job description and job specification?

The similarities between a job description and job specification include: Both are used by recruiters. Both help recruiters attract the best candidates for a particular job.

What are the components of job description?

A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.

What are examples of job specification?

– Excellent listening skills.
– A willingness to problem solve.
– Strong verbal & written communication skills.
– Resilience – being able to handle complaints from customers.
– The ability to work as part of a team.
– Be self-driven & pro-active.

Who writes job description?

The immediate supervisor or the employee can complete the job description, depending on which person is more familiar with the position. If the incumbent is new to the job or the position is new, the Manager may wish to complete the job description. If the employee completes it, the Manager needs to validate it.

Why is job description important than job specification?

Job descriptions can help identify particular skills or abilities that are necessary for a position or the environmental pressures that apply to the position. A good job description tells the applicant what the position may involve or require.


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