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The notes explain how job profiles support HR grade evaluation, attract suitable candidates, guide recruiters during shortlisting and selection, and communicate performance expectations across recruitment and employment. It covers how to get started by analysing departmental purpose and skills, designing role size and scope, and structuring duties and responsibilities, including example categories for clarity.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":16,"@type":70,"position":76},"https://docshare.wps.com/template/resumes/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/qmul-job-profiles-guidance-notes-august-2016/164573/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/qmul-job-profiles-guidance-notes-august-2016/164573.png","ImageObject",442,249,{"name":88,"@type":89},"Arica Lee","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-22","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":73},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What are the two main components of a QMUL job profile?","Question",{"text":108,"@type":109},"A QMUL job profile includes a job description, which represents the role accurately, and a person specification, which sets out the qualifications, knowledge, skills and experience required to perform the role effectively.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What purposes does a job profile serve during recruitment and employment?",{"text":113,"@type":109},"Job profiles support HR in evaluating and grading posts fairly, help target and attract appropriate candidates, assist recruiters in shortlisting and selection, and communicate performance expectations to candidates both at recruitment and during employment.",{"name":115,"@type":106,"acceptedAnswer":116},"How should managers approach getting started before writing a job profile?",{"text":117,"@type":109},"Managers should consider the department or team design and where the job sits within it, including the purpose and objectives, critical skills and how they are grouped into roles, and whether the overall structure matches the department or team priorities.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},164573,1790071972,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":15,"category_name":16,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":73,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":25,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":47},8796096645457,"https://ap-avatar.wpscdn.com/avatar/800003749518d68ffe3?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345340919836971","QMUL Job Profiles\nGuidance Notes\nAugust 2016\n\u000f\nQMUL Job Profiles Guidance Notes\nContents\nPage\nIntroduction\t\t\t\t\t\t\t\t\t1\nGetting started\t\t\t\t\t\t\t\t1\nDesigning the role\t\t\t\t\t\t\t\t1\nKey Principles\t\t\t\t\t\t\t\t3\nWriting the Job Profile: the Job Description\t\t\t\t5\nWriting the Job Profile: the Person Specification\t\t\t8\nResources and support\t\t\t\t\t\t\t9\nAppendix A – Activity Examples\n\u000f\n1. Introduction\n1.1\tA Queen Mary job profile comprises a job description, which provides an accurate representation of the role, and a person specification, which details the qualifications, knowledge, skills and experience that are required in order for the jobholder to perform the role effectively.\n1.2\tA job profile is used for a number of different purposes:\nTo enable HR to correctly evaluate the grade of a post, ensuring employees are rewarded fairly and consistently for the work they are asked to undertake.\nTo target and attract appropriate candidates to apply for a vacancy.\nTo help recruiters identify the most suitable candidates during the shortlisting and selection processes.\nTo facilitate the communication of expectations about performance to candidates at the recruitment stage, and subsequently during employment.\n1.3\tWhile it can take time and effort to draft and update recruitment documents, time spent identifying what is really required for a role, and how to plainly express it in writing, will pay dividends in terms of the final usability of a job profile for the above purposes.\n2. Getting started\n2.1\tBefore writing a job profile, first consider the design of your department or team and the job’s place in this. Questions to ask include:\nWhat are the purpose and objectives for the department/team?\nWhat are the critical skills required to deliver these?\nHow are these skills best grouped into separate roles?\nHow are these roles best grouped together to make sensible units to be managed?\nTo what extent does the overall structure reflect the priorities for the department/team?\nNew posts/vacancies\n2.2\tWhere a new post is created, a position becomes vacant, or during restructures, managers should think carefully about whether there is an ongoing need for the position and if so, whether it is still needed at the same level and in the same format. Before commencing recruitment, there is a good opportunity to reassess the needs of the department in line with strategic objectives.\n3. Designing the role\n3.1\tConsider the size and scope of the role. The following questions may help structure your thinking and your answers should then be reflected when you write the job profile (see Section 5, below).\nPurpose.  What is the role’s core purpose?  What is it there to deliver and implement? What would we miss if it was not there?\nStructural fit.  Where does the role fit within the team or school / department or university more generally?\nDuties and responsibilities.  What are the main accountabilities of the role: what will the post-holder do, for whom and with what outcome?\nFocus.  To what extent is the role about delivering in the present vs. developing and shaping strategies and plans for the future?  In other words, to what extent is it operational or strategic?\nKey relationships.  Who are the post-holder’s internal and external customers and other important relationships?\nImpact.  What is the reach or impact of the role?  Will it have an effect on everyone across the university or on a specific smaller population?  Is it locally focused or national/international?\nSpecialism.  How specialist is the role, concentrating on using particular knowledge and skilIs vs. covering a broad range of activities?\nDecisions.  What decisions can the post-holder make?\nTime horizons.  What timescales does the post-holder work to? (e.g. weekly, quarterly, annual, 5-year etc.)\nChallenges.  What are the key challenges that the role faces (e.g. deadlines, difficult customers, sensitive situations)?\nResources.  Does the job have responsibility for any people or financial management or other resour","cbCaitAfx5kCEnBD","https://ap.wps.com/l/cbCaitAfx5kCEnBD","docx",181503,"English","# Introduction\n## Getting started\n## Designing the role\n## Key Principles\n# Writing the Job Profile\n## Writing the Job Description\n## Writing the Person Specification\n# Resources and support\n# Appendix A – Activity Examples","[{\"question\":\"What are the two main components of a QMUL job profile?\",\"answer\":\"A QMUL job profile includes a job description, which represents the role accurately, and a person specification, which sets out the qualifications, knowledge, skills and experience required to perform the role effectively.\"},{\"question\":\"What purposes does a job profile serve during recruitment and employment?\",\"answer\":\"Job profiles support HR in evaluating and grading posts fairly, help target and attract appropriate candidates, assist recruiters in shortlisting and selection, and communicate performance expectations to candidates both at recruitment and during employment.\"},{\"question\":\"How should managers approach getting started before writing a job profile?\",\"answer\":\"Managers should consider the department or team design and where the job sits within it, including the purpose and objectives, critical skills and how they are grouped into roles, and whether the overall structure matches the department or team priorities.\"}]","QMUL Job Profiles - Guidance Notes - August 2016 | DOCX",1788156239]