Anthony Haynes writes: Job descriptions, and the advertisements based on them, frequently specify the kind of experience that candidates must have - "candidates must have 3 years' experience of..." or "candidates must have worked for such-and-such kind of organisations".

Such specifications can be helpful and save much wasted time. But that isn't always the case: it's not uncommon for the specifications to be unnecessarily prospective.

In this interview, Sherah Beckley and I identify key considerations for determining what kinds of experience are necessary - and what kinds are not.

The aim is to optimise the job specification, from the point of view of both the hirer and the prospective employee.

Finally, what we do

FJ Wilson Talent Services provides recruitment and talent development services and also coaching for individuals.

We specialise in professional roles at mid or senior level, Our core market comprises organisations for professionals - typically membership bodies, learning providers, and awarding bodies.

To find out more about our services and to contact us, visit our website fjwilson.com.