At Sheridan Maine, we advise clients that a job specification should extend beyond listing skills, qualifications, and experience. While technical competence is important, focusing solely on these elements risks overlooking the human factors that often determine long-term success in a role. A truly effective specification considers personality traits, career aspirations, and interpersonal dynamics alongside the practical requirements of the job, ensuring that new hires fit not only the role but also the team and organisation culture.
Understanding the personality and working style that will thrive within the team is crucial. This includes considering the manager’s style and how the new hire will interact with them. For example, a highly autonomous manager may require a candidate who is self-motivated and comfortable taking initiative, whereas a collaborative manager may prefer someone who excels in shared decision-making and regular team discussions. Factoring in these interpersonal considerations alongside career progression opportunities ensures that candidates are aligned with both current expectations and future growth pathways within the organisation.
It is also important to incorporate broader human characteristics that support success but cannot be measured on paper, such as adaptability, resilience, cultural alignment, and emotional intelligence. These traits often differentiate high performers from average candidates and help ensure long-term engagement and retention. At Sheridan Maine, we believe that integrating these human factors alongside technical requirements creates a holistic job specification, attracting candidates who can not only fulfil the role but also thrive, contribute meaningfully, and grow with the organisation.
