A job description outlines what the role actually involves: duties, responsibilities, reporting line and work environment. A job specification outlines who can do it: the qualifications, skills and experience required, usually drawn from the same competency framework the company already uses. One answers “what needs to be done,” the other answers “who can do it.”

How the two usually pair up

A JD line like “manage end-to-end payroll processing for 500+ employees” pairs with a job spec line like “3+ years’ payroll experience, working knowledge of PF/ESI compliance, proficiency in Excel or HRMS software.” Both typically originate from the same job requisition. In practice, Indian job postings routinely merge both into a single document, with the specification appearing as a “requirements” or “who you are” section inside the broader description rather than as a wholly separate file.

Frequently asked questions

Do companies always keep these as two separate documents?

Rarely. Most treat the specification as a section within the job description rather than a standalone document.

Which one should a candidate read more carefully?

Both matter, but the specification is the faster filter: if you don’t meet its core requirements, the description’s day-to-day detail is largely academic for that particular application.

Who typically writes each one?

The hiring manager usually drafts the substance of both, often refined by HR or a recruiter for clarity and consistency with similar roles.

See how this feeds into a job requisition and how requirements map to a competency framework.