Hiring Brief Builder

Role brief worksheet

Record the job title, hiring team, location, working arrangement, employment type, measurable outcomes, essential skills, preferred skills, compensation and interview stages.

Use the interactive tool in a browser to prepare a draft; do not include sensitive candidate data.

Start with outcomes, not a wish list

Instead of listing every technology or previous job title you might prefer, describe the work the new joiner should be able to complete in the first three to six months. This lets you distinguish evidence of capability from familiarity with a particular brand or employer.

• Write three measurable or observable outcomes for the first six months.
• Identify which skills are mandatory to achieve those outcomes on day one.
• Label everything else as trainable or preferred rather than essential.

Give candidates usable information

Explain the location and working arrangement, shift expectations, type of employment and any travel requirements. Where you can, supply a realistic compensation range. Transparent requirements help applicants self-select and prevent mismatched conversations.

• Name the reporting manager or functional team, where appropriate.
• Include the selection stages and approximate timeline.
• Avoid discriminatory restrictions or unnecessary personal questions.

Agree the evaluation standard

Before posting, ask interviewers to agree how they will evaluate the work. A structured scorecard, a short work-related exercise and a consistent set of questions are usually more useful than changing criteria for each candidate.

• Choose four to six job-relevant assessment criteria.
• Document the evidence required for each criterion.
• Keep application records secure and limit who can access them.