Writing the job description

This is the most important step. What do you actually want the person to do? The greater the thought and precision that goes into writing down the answer to this question in the job description, the greater the chance that you will select the person most capable of doing what you want. Most consultant medical staff job descriptions are surprisingly light on detail. Perhaps this is because of the politics of managing multiple views from individuals both inside the organization and externally, for example at the relevant Royal College, and partly caused by a desire to give an appointee freedom to develop their career in a direction of their choosing. There is a powerful argument that if you want a particular task done, it should be in the job description.

Writing the person specification

The person specification leads directly on from the job description. The specification defines the attributes the person must have to deliver what is in the job description. These attributes can be technical, e.g. competent accredited colonoscopist/ATLS trainer, or behavioural, e.g. ability to lead a team, excellent relations with patients. The person specification is then used during selection to test which candidates have the evidence to show they can match the desired attributes.