• the job title
• the position in the company, including the job title of the person to whom the employee will report and of those who will report to them, if any
• the location of the job
• a summary of the general nature and objectives of the job
• a list of the main duties or tasks of the employee

The person specification
A person specification is not a legal requirement but will be useful when writing a job advertisment and defining the qualities you are looking for in a person to fill the job. Include the knowledge, experience and skills you would like them to have, separating those which are essential for the job from those which are desirable. It's essential not to discriminate - see our guide on how to prevent discrimination and value diversity.

Managers
If you are recruiting a manager, you should identify what level of responsibility they will hold and draft the job description to reflect that.

The recruitment process should be structured to help you identify the candidate most able to do a job at this level, eg whether they demonstrate leadership and strategic thinking.

Directors (executive and non-executive)
The first directors are appointed when the company is registered. Subsequently a nominations committee of the board of directors will need to oversee the recruitment and interviews of new directors and non-executive directors.

Subjects covered in this guide

• Introduction
• Writing a person specification and job description
• Where and how to find staff - advertising
• Where and how to find staff - employment agencies
• Where and how to find staff - Jobcentre Plus and government schemes
• The application process
• Drawing up a shortlist and inviting candidates to interview
• Preparing for the interview
• Carrying out the interview
• Using other selection methods

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