Tips from the experts
A job brief, whether internally for your talent team or with external search partners is key and will set the scene for your online campaigns and success.
This is also an excellent way for you to reflect and really get clear on what you, as a hiring manager and the business needs and how you and any interview panel will articulate this in a succinct and crisp way.
Start with the Personal Traits/ Behaviours you want to see demonstrated as this is critical to getting the right person/ approach and we all know that some of these traits are teachable and some are ingrained and about aligned values, drivers and who they are as an individual.
These will guide your interview questions and any examples you wish to see demonstrated.
Next move to the following components:
Job Title : ‘ What’s in a title?’ – You may be of the opinion that titles do not matter, however do not assume this is the case for applicants and in fact this will help to shape the people who apply so really important to avoid being vague, cryptic or trying to be clever with titles.
Brief description of the company: This should be short and sweet , punchy and really highlight key selling points, whilst providing a description of culture, size and sector and your reason for being/ ‘WHY’ ( Mission).
A summary of what the role requires and the scope : ‘ What will I be doing?’
This should include and outline the main responsibilities and tasks expected of the successful candidate and any required qualifications necessary for the role. Also include preferred skills and experience that will need to be demonstrated at interview and guidance around the reporting relationships, including who the candidate will report to and any direct reports to the role.
Salary & Benefits – The age old question – ‘ To include / not to include?’
Our advice – Include as much as possible and do not leave people to guess where a role sits and what is on offer! The more you share, the more people can ascertain if the role is at the right level and whether this is worth their time and energy throwing themselves into a process. This also demonstrates that your business has no issues with gender pay and transparency around salary bands, which should work in your favour and help you stand out in the crowd.
WIFM: ‘What is in this for me?’
Absolutely do not forget to summarise the key areas for growth, learning, how they will be valued and this is one of the most important elements to ensure crisp articulation of what is on offer and who the role will suit best, including their level of development, personal triggers and how they connect with the opportunity.
A good job brief should include the following elements:
The interview panel and plan: – who will be involved, the structure/ vibe for the interview/s, timings and setting
Start date and location: The start date and location of the role, including any information on flexible/remote work arrangements and culture.
Application instructions: Details on how to apply, including a deadline for applications and any specific instructions for this and who will manage this process and how they will communicate with all as well as milestones and timings.
Final thoughts/ Tips :
Spending time upfront and really giving thought and some planning to this process will greatly enhance the chance of success and working with experts who understand the touch points at every step and how to make this a positive experience for all, leaving no stones unturned will further elevate your chances of finding the right person/people and taking pain out of the process.