HIRING / PRACTICAL GUIDE
A clearer hiring brief starts with five questions.
A little work before sourcing begins can make your candidate conversations more useful.
What will this person actually do?
Describe the work in a normal week. Name the outcomes they will own, the people they will work with and the problems they need to solve. A clear picture of the role is more useful than a long list of generic duties.
What matters from day one?
Separate essential experience from skills that can be learnt. Agree the few requirements that genuinely shape suitability so screening stays focused.
What are the practical details?
Confirm the salary budget, location, hours, working arrangements and intended start date. These details affect whether a candidate can realistically consider the role.
What will the hiring process look like?
Decide who will review profiles, who will interview and how you will assess candidates. Agree who can make decisions and how feedback will be shared.
What does a good fit look like?
Discuss how the team works, what support the new hire will receive and what success would look like in the first few months. Use those expectations to guide the conversation.
A practical planning guide from People Connects. Your specific service scope and responsibilities are agreed before engagement.
LET’S CONNECT
Ready to turn your vacancy into a clear brief?
Start with a conversation about what you need.
Discuss your vacancy