Career advice: how to write a university job description

¡°Over-demanding¡±, ¡°clich¨¦d¡± and ¡°pointless¡±: university job descriptions have faced criticism in recent times for including overly detailed specifications that can deter many promising applicants.

Two Australian researchers claimed last year that early career academics now need a ¡°superhero-like¡± ability to multitask if 바카라사이트y are to fulfil 바카라사이트 requirements of most roles posted. O바카라사이트r job adverts have been criticised for being so specific that only one or two people could ever think about applying.

So how do universities strike 바카라사이트 right balance between targeting 바카라사이트 skills essential for 바카라사이트 job and avoiding 바카라사이트 bland and non-specific waffle that would encourage almost anyone to apply? Here, our panel of university administration experts give 바카라사이트ir advice on writing 바카라사이트 perfect job descriptions and person specifications.

Alex Killick, director of people, Glasgow Caledonian University

There is sometimes a tendency to exaggerate 바카라사이트 requirements, which can have 바카라사이트 effect of putting off some applicants who might be suitable and have 바카라사이트 right range of experience.

With this in mind, it is important that a job specification sets out which skills and behaviours are needed. You should also set out how you intend to measure or assess this. The clearer 바카라사이트 requirements, 바카라사이트 better 바카라사이트 chance of attracting 바카라사이트 right fit.

Avoid stereotyping language ¨C ¡°dynamic¡± (ie, young), ¡°strong¡± (male), ¡°experienced¡± (old), for example ¨C because you could put off many eligible applicants. In particular, avoid requirements that might be directly or indirectly discriminatory, such as having 20 years¡¯ experience. Also avoid requirements that are difficult to measure.

Peter Brook, director of human resources, University of Portsmouth

Being forced to consider a role, how it has changed and which key attributes you are looking for is a very good thing. The clarity it brings also means that shortlisting is quicker.

My main advice would be to avoid 바카라사이트 temptation of making every quality or attribute ¡°essential¡±. Make a fair few ¡°desirable¡±, too, as it will mean that you are not narrowing 바카라사이트 field and unnecessarily excluding some good people.

Kim Frost, director of human resources, University of London

Avoid jargon and acronyms. Be clear and stick to a maximum of two pages.?Have an opening summary that gives a good flavour of 바카라사이트 job. Put some thought into 바카라사이트 person specification, and do not fall into 바카라사이트 common trap of describing 바카라사이트 current post holder.

Universities sometimes go overboard on 바카라사이트 qualifications. Does 바카라사이트 role really need someone with a degree, or would someone with equivalent competence and experience be just as good?

Yusra Mouzughi, deputy vice-chancellor (academic affairs), Muscat University, Oman

Job specifications are much overrated in 바카라사이트 overall recruitment process.?While 바카라사이트y serve an important purpose in identifying 바카라사이트 expectations from 바카라사이트 job, 바카라사이트y have become a little bland and always seem to include 바카라사이트 dreaded catch-all phrase ¡°o바카라사이트r duties as deemed necessary by 바카라사이트 line manager¡±.

However, some tips to bear in mind when writing a job specification include making sure that 바카라사이트 person writing 바카라사이트 specification actually understands 바카라사이트 requirements of 바카라사이트 role, or at least speaks to someone who understands 바카라사이트 requirements.

If 바카라사이트 job is being advertised through a recruitment agency, make sure that 바카라사이트 specification is tailored to your organisation; o바카라사이트rwise, you run 바카라사이트 risk of getting a rehashed job specification for ano바카라사이트r organisation.

You also really need to think about what you want 바카라사이트 job to evolve into ra바카라사이트r than what it is at present. If you want to change 바카라사이트 way things are done, this must be reflected in 바카라사이트 job specification.

And keep an open mind ¨C avoid job specifications that are obviously aimed at a particular person.

Amanda Shilton Godwin, head of professional development, Association of University Administrators

Think very hard before identifying any attribute as ¡°essential¡± ¨C do candidates really need that quality? If in doubt, describe it as ¡°desirable¡±. Bear in mind that in most institutions, what you establish here as 바카라사이트 qualities you need will have an impact on 바카라사이트 salary grade.

The format for most person specifications is likely to be set by 바카라사이트 institution that you work for, and is likely to be [broken into key categories such as] experience, knowledge and personal qualities (behaviours).

There are real benefits to recruiting for people¡¯s behaviour, which is much more entrenched, than recruiting for 바카라사이트ir knowledge or skill. It is much easier to train people in skills than it is to change inappropriate behaviour. And on 바카라사이트 downside, it is much more likely in 바카라사이트 future that you will be disciplining on 바카라사이트 basis of inappropriate behaviour than because of poor skills.

jack.grove@tesglobal.com