Define why the role exists
Explain what your business needs this person to achieve. A clear purpose gives the recruitment team a stronger starting point than a title alone.
Separate requirements from preferences
Identify the experience and skills that are necessary for the role. Keep optional preferences separate so candidates can make a considered decision about applying.
Describe daily responsibilities
Use concrete tasks and outcomes. Explain who the person will work with and what successful delivery looks like. Avoid long lists that do not reflect the actual job.
Be clear about working arrangements
Specify the location, schedule, work preference and employment type. Include salary information when available and make any staffing benefits clear in your brief.
Agree on the selection process
Plan how you will review applications, shortlist candidates and arrange interviews. Keep applicant statuses current so candidates can follow their progress.
Use the right recruitment workflow
Post a vacancy for candidates to apply directly, or submit a staff request for more detailed recruitment support. Include headcount, budget, urgency and the expected start date in a staff request.