Why the Humble Job Spec is So Important in Attracting the Right Building Products Candidates.



Recruiting the right people for your building products organisation is crucial. The right staff differentiate your business, upgrade your talent pool, and deliver a better experience for customers and clients.

Unfortunately, casting a net for the best candidates can be difficult without the right job spec, or description. When you use a professional recruitment specialist to help streamline the hiring process, you’ll often find that the process begins with a comprehensive job spec.

This helps to not only define what you’re looking for as a business but also what applicants should expect from the position.

Hiring the wrong people for your building products organisation can lead to a range of significant problems. Not only do you waste time and money acquiring and training the wrong fit, but greater turnover can also lower staff morale, and stop product ability in its tracks.

One of the biggest mistakes that companies make is to cut corners when evaluating their recruitment needs and crafting a comprehensive, informative list of job specifications. Simply upgrading your job descriptions could help you increase your chances of hiring success before you ever start handing out interviews.


How your Job spec helps you recruit the right talent

A job description has three primary purposes. These are to:

  • Help companies understand what they need from the new talent in their organisation.
  • Attract the right talent to the job role, with the aim of encouraging interest in the skills-short market.
  • Define the role in question, and promote the right expectations from management, and new employees alike.

Sitting down with a specialist recruitment agency to write a detailed job specification ensures that the candidate interest you receive are more attune to whatever you’re looking for, so you’re more likely to hire someone that’s right for the role. The vaguer your job description is, the bigger the netcast.

As a business in the thriving world of building and construction, you can’t afford to waste time, focus, and money wading through applicants that aren’t right for your position. Detailed specifications help to weed out the unsuitable candidates for you, and increase the chances that you’ll only get interest from the right people.

A Job spec creates expectations

A job description isn’t just a great way to attract the attention of the right candidates. Job specs are a clear, concise tool of communication that helps you relay what you need from an applicant. You need to hire competent employees in your building products company, and to do so; you’ll need to ensure that they understand the position they’re getting into.

The job specification you provide can also give them a glace into the company culture, so that you’re more likely to attract an applicant pool that understands, and appreciates your company.

A well-written job description also communicates your expectations to employees. It spells out exactly what you expect from them, and provides the directions that they need for successful performance. You can even come back to your job description when the time comes for performance reviews, or creating roadmaps for career progression.

Crucial points to include in your job spec

The most important element of your job description is that it needs to be specific. You’re looking for the perfect employee, and that means you can’t afford to be vague. Speak to your recruitment specialist about some of the things you should include, but remember that most job specifications should feature:

  • A company overview, including your manifesto, goals, culture, and the number of employees you already had.
  • The responsibilities of the role, and what kind of tasks the employee will need to carry out daily.
  • The level experience you need. If you’re searching for a senior manager, then your candidates need to know this.
  • Mandatory skills. While some qualifications will be “preferred”, others will be a necessary part of the job role. List any technical proficiencies, education levels, and other elements your potential candidates need to be aware of.
  • Salary and benefits, including what your candidates can look forward to. Research the market ahead of time to ensure that you’re providing competitive wages and perks.
  • What makes the role great, highlight what makes you special as an employer, and why this is such a good opportunity for potential candidates.
  • Prospects: Show your candidates that there’s room for growth, and let them know where the job could lead to if they perform well.

What to avoid in an effective job description?


Just as there are some crucial elements that should be included in your job specifications, there are also things that you might want to leave out if you want to increase your chances of success. Try to avoid the following mistakes:

  1. Using internal terminology

Any terms that aren’t industry-specific should be left out of your job description. Though people within your company might know what you refer to your CRM database as it’s impractical to think that someone from the outside will fully understand your vocabulary. While industry-specific terms are fine, remember to stick to well-recognised requirements.


  1. Not speaking to your team

Before you craft your job description, you might speak to your specialist recruitment agency. However, it’s also worth speaking to other members of your team to help build a broader idea of what a role will entail.

  1. Being Unrealistic

While there is nothing wrong with having high expectations for your potential employees, your aims still need to be realistic. A Job specification should be an accurate representation of what’s needed to perform well in the role. Try to avoid creating something that reads like a list of every skill that might be useful.

Attracting the right candidates for your job opening can be a difficult and time-consuming process. However, knowing how to write the right job spec can go a long way towards streamlining, and simplifying the experience.