Roberts, (2005:19) states that the systems approach helps reduce costs for the business and streamline selection. Organizations know that not recruiting the right candidates can waste time and harm the overall success of the company. So the first thing the organization needs to do is to attract candidates for this position. This can be done by writing job descriptions and person specifications. (Robert, 2005: 7) states that job analysis constitutes the effective basis of recruitment and selection. As it allows you to write two important documents, the job description and the person specifications. This also helps to see how the position fits into the organization, the objective, personality traits and skills that will be required for the position. The difference between the two is that the job description relates to the tasks that will be undertaken within that role. While the person specification summarizes the human attributes needed for the job. Many frameworks have been used to develop people specifications. The two main ones being Rodgers's seven-point plan (1952) and Fraser's five-point plan (1966). However, these frameworks may be considered outdated due to their potentially discriminatory categories such as layout. For this reason, Specsavers recruitment teams must understand equality laws and anti-discrimination laws when writing a job or person description.