The person specification may be used for a number of purposes:
o In recruitment, to provide an illustration of the type of candidate sought prior to the selection stage.
o In selection, the most obvious and popular use of this document, to assess whether an individual’s personality, abilities and experience match the organisation’s requirements.
o For promotion, to evaluate whether an individual has the necessary ability and personality to move within the organisation.
o In evaluation of performance to assess whether the person has demonstrated the necessary skills to do the job effectively.
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