A vague role brief makes hiring harder for everyone. Employers may attract mismatched applicants, recruiters may interpret the role differently, and candidates may struggle to understand what success looks like. A clear brief gives the hiring process a shared starting point.
Describe the outcome, not just the activity
Start with why the role exists and what the person should help achieve. Then describe the responsibilities that contribute to those outcomes. This helps separate essential work from tasks that may occasionally be assigned.
Include the practical details
A useful role brief should answer the questions a qualified candidate needs to decide whether to apply.
- Job title and reporting line.
- Main responsibilities and expected outcomes.
- Must-have skills, experience, licences, or qualifications, where relevant.
- Work location, schedule, and remote or hybrid expectations.
- Employment type and compensation range or how compensation is determined.
- Hiring stages, expected timeline, and who will make the decision.
Separate essentials from preferences
Label requirements as must-have or nice-to-have. Requiring every preferred skill can narrow the pool unnecessarily, while leaving essential criteria unstated can waste interview time.
Use concrete criteria where possible. Instead of asking for someone who is simply a 'great communicator,' describe the communication tasks they will handle and the standard expected.
Align the people involved in hiring
Before sourcing begins, ask the hiring manager and interviewers to agree on the core criteria and how they will assess them. Prepare consistent questions or work samples that relate directly to the job.
The brief can evolve as you learn more, but changes should be shared with everyone involved so candidates are assessed against the same expectations.
Before opening a role, align on outcomes, essential criteria, work arrangements, compensation, and the decision process.