It is important when writing a job specification to include all of the specific information of interest to the candidate. Poor job specifications are often too brief or alternatively too long and full of irrelevant information.
They should follow a structured format which will include:
Include a brief overview of your company, how it has developed, the size, the key markets and products you specialise in. This will instantly allow the candidate to see if it something that excites them and if it is a market they are familiar with.
What the role will involve, key responsibilities, customers they will be dealing with, where they need to be located, the reason for the position. Also include any training that will be part of the role - the candidate will want to know how they can further develop their career.
It is important to tell the candidates how many people are in the team, who they will be reporting to, who are the key members of the organisation.
What background do they need to have come from, do they need to have any qualifications? What sort of personality should they possess - if it is a sales role do they need to be purely new business focussed or can they come from an account management background. If it is a technical position be specific about the technical knowledge they should have - is it essential or desirable. Would you consider applicants from other sectors within the industry?
Finally the package. What benefits will be included on top of the basic salary? Will the candidate receive a company car or allowance? Pension or health insurance? Is there a bonus or commission structure? Often these days it is the overall package that entices a good candidate rather than the basic salary.