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The Recruitment Specification
Author(s) -
LIPSETT LAURENCE
Publication year - 1974
Publication title -
journal of employment counseling
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.252
H-Index - 27
eISSN - 2161-1920
pISSN - 0022-0787
DOI - 10.1002/j.2161-1920.1974.tb00325.x
Subject(s) - creativity , task (project management) , psychology , promotion (chess) , inference , job analysis , position (finance) , job description , management styles , style (visual arts) , knowledge management , applied psychology , social psychology , computer science , public relations , job satisfaction , management , business , artificial intelligence , archaeology , finance , politics , political science , law , economics , history
Identifying the characteristics needed in a job applicant may be the most important step in hiring and most existing forms and procedures are inadequate for the task. A job description and a position description specify qualities of the applicant only by inference. The skills, knowledge, and abilities of a job specification do not give the recruiter sufficient guidelines to fill a complex position. This article proposes a “recruitment specification,” with guidelines that include not only a description of duties, skills, and physical demands, but also such personal qualifications as persuasiveness, creativity, and acceptance of routine. Also included in the specifications are factors in turnover and promotion, and any special factors like discipline, management style, motivators, and satisfiers.