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The last step is the establishment of priorities in your requirements. What skills are not negotiable, meaning what is needed on day one?.What must he or she have? (example: a specialized certificate, skill, experience).What must he or she be? (examples: punctual or well organized).
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What must an applicant know? (knowledge of software or personal computers).
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Try assessing each of the position's essential functions in light of four basic questions. For example, rather than listing "good communication skills" as a requirement for a position interacting with disgruntled students, it would be better to list "the ability to listen and respond to students' complaints effectively." Please note that behavioral requirements must be defined in behavioral terms. "Behavioral" requirements refer to how a person needs to act in order to fulfill a given responsibility (e.g. "Technical" requirements refer to specific skills or experience that the position demands. To gain a clear understanding of these requirements, try to categorize them according to those items that are behavioral in nature and those that are technical. needed by the applicant to fulfill each function.