How to write a recruitment brief

Explain why the position is needed: added capacity, a shift gap or a particular skill. Alongside the title, describe what the person will do and under which conditions. Split headcount by role and location.

Occupational resources such as O*NET can help you examine job tasks. Its US context does not replace your actual role definition or local employment requirements.

Distinguish essential requirements from preferences for experience, working-language ability, equipment knowledge and required credentials. Do not turn personal characteristics unrelated to the job into selection criteria.

For each essential criterion, specify evidence: a work sample, structured interview or verifiable document. Consider whether a skill can be developed through training before treating it as an entry requirement.

Record the workplace, shifts, working pattern, contract arrangement, pay currency and pay period. Include accommodation, transport or meals only where the employer confirms the actual terms.

For international hiring, clarify employer responsibilities for any required permissions and the conditions for the candidate to start. The brief is not a work-permit eligibility decision.

Identify who reviews the shortlist, the interview language and the approvals needed for a decision. Apply assessment criteria consistently. Keep the offer, start-date arrangements and any probation expectations distinct.

An illustrative brief line might read: “Shift operator / outcome: safe production within the defined process / evidence: work sample and structured interview.” This is a planning example, not a vacancy or a promise to supply candidates.