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Dear Theo: jobs without descriptions or person specs

Discussion in 'Jobseekers' started by mousey80, Apr 11, 2011.

  1. mousey80

    mousey80 Occasional commenter

    Theo, my school are advertising the job I am acting up to at the moment. I am fine with that as I am inexperienced and wouldn't mind too much if they appointed someone that I can learn from in my post before I make the jump to leading my own faculty permanently. However, I certainly do not want someone who won't be as good as me running the faculty next September! I also feel that if I got the job against a field that would be better for my position going forward.


    What I am concerned about is that there is no person spec for the job or job description. How will they know who is best for the job? I imagine that there is no real necessity for them to have either. What are the advantages to having them? What are the disadvantages to not? Do I contact my line manager and suggest he adds one or the other, or leave it? Thanks a lot!
     
  2. mousey80

    mousey80 Occasional commenter

    Theo, my school are advertising the job I am acting up to at the moment. I am fine with that as I am inexperienced and wouldn't mind too much if they appointed someone that I can learn from in my post before I make the jump to leading my own faculty permanently. However, I certainly do not want someone who won't be as good as me running the faculty next September! I also feel that if I got the job against a field that would be better for my position going forward.


    What I am concerned about is that there is no person spec for the job or job description. How will they know who is best for the job? I imagine that there is no real necessity for them to have either. What are the advantages to having them? What are the disadvantages to not? Do I contact my line manager and suggest he adds one or the other, or leave it? Thanks a lot!
     
  3. TheoGriff

    TheoGriff Star commenter

    Tip: not too easy to write answers to questions that are just strung together in the text . . .
    Q1 No idea.
    Q2 You can identify those who match your requirements. you have a clear justification for selecting - or not selecting - people for interview
    Q3 The opposite. If there is no spec, how can they measure applicants against it?
    Q4 It's not your role to tell him/her what to do to manage the appointment procedures
    Looks like your sxchool has a bit to learn about fair procedures for selection!
    If you decide to apply, find a similar job on the TES website and use their person spec as the basis for your application.
    Best wishes!
    _____________________________________________________________
    TheoGriff. Member of the TES Careers Advice Service.
    The TES Careers Advice service runs seminars and workshops, one-to-one careers and applications advice, one-to-one interview coaching and an application review service.
    I do Application and Interview one-to-ones, and also contribute to the Job Application Workshops. We look at application letters, executive summaries and interviews.
    By popular demand! In response to Tessers e-mailing in: another Job Seminar now on Saturday 14th May:
    www.tesweekendworkshop25.eventbrite.com
    The next Moving onto Leadship seminar is Sunday 15th May.
    http://tesweekendworkshop24.eventbrite.com/
    E-mail Julia on advice@tsleducation.com for how to book a meeting with me personally.
    Look forward to seeing you!
     

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