Whether you're a seasoned hiring manager or hiring for the first time, using a recruiter can help you find the right person for the role.
If you plan to use a recruiter to help in the hiring process, a detailed brief helps to make sure everyone is aligned. Here’s what you need to know about recruitment briefs and the steps to create your own.
What is a recruitment brief?
A recruitment brief – sometimes called a job brief – is an outline of what the recruiter needs to know to help you hire. It includes information on the role you need to fill and your company.
It helps the recruiter understand the company's culture, values and goals, so they can assess people from both a skills point of view, as well as team fit. It also minimises miscommunication and misunderstandings throughout the recruitment process. It serves as a reference point, reducing the likelihood of hiring mistakes or mismatched candidates.
What to include in a recruitment brief
So how can you make sure your brief is detailed enough? What information do you need to include? Here are the must-haves: defining the job description and requirements, and clearly communicating the company culture, salary and expectations.
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Detailed job description
Including all the relevant information in your brief for a recruiter will help to refine the list of candidates and hiring process. Begin by outlining the main responsibilities and tasks associated with the role. Think about the sort of person who'd be a great fit for the role and what that'd involve. You might like to look up some examples of job descriptions on SEEK that can help inform your job description.
Include any skills, certifications or degrees required to do the job. Does this person need to have a driver's licence? Avoid putting years of experience, as this may deter some qualified people from applying.
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Company culture
While someone might have the right skills and experience for the role, they may not be a good match for the company's culture, which is equally important. What is it like to work at your company? Is it more casual, fast-paced, results-driven, social? Describe the work environment, values and any unique aspects that make your company stand out. This will attract people who will thrive in your company, leading to better outcomes, employee satisfaction and retention.
Include work hours, flexibility and any specific policies or procedures that are important to your organisation. By setting clear expectations from the start, you can make sure that those who apply are the right fit for your company. For example, if your company is big on flexibility, you could include:
"The current environment is towards a much more flexible working environment, with two work from home days and flexible hours arrangements."
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Salary and company perks
One of the key things a recruiter will want to know is what the salary range is, so they can negotiate with candidates on your behalf.
Job seekers are often looking for roles that offer competitive compensation and benefits. In fact, job seekers are 75% more likely to apply for a role that displays a visible salary listed on the job ad, versus those that don’t.
SEEK's Laws Of Attraction also reveals that salary is one of the top three drivers of attraction to a role, along with work-life balance and working environment, across all industries. You may not want to include an exact number, but a salary range will help attract qualified people to the role.
If you can't offer a competitive salary, due to budget constraints, then think about what sets your company apart. What are some additional perks that aren't remuneration-based?
SEEK undertook research which showed 24% of Australians believe employee benefits play a significant role in deciding where they work.
The research found the top five perks (aside from salary) were:
- The ability to choose their own working hours during the day
- Extra time off for additional hours worked
- The ability to work from home
- Health insurance
- Subsidised education, training or personal development courses
Common mistakes to avoid when writing a recruitment brief
When you’re writing a brief for your recruiter, there are common pitfalls to avoid so that your hiring process is effective. Here are some key points to keep in mind:
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Avoid being too vague
One of the most common mistakes when writing a recruitment brief is being too vague. If you don’t give enough information about the role, required skills or desired qualifications, it can lead to unqualified job seekers applying or confusion among potential candidates. Make sure you clearly define the job requirements, responsibilities and expectations to attract suitable candidates.
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Avoid being too detailed
On the other hand, being too detailed can overwhelm people and discourage them from applying. While it's important to provide enough information, avoid including unnecessary details that may not be relevant to the position. Focus on the essential requirements and qualifications that are crucial for the role.
Remember, the purpose of the recruiter brief is to provide an overview of the role and attract suitable candidates, rather than serving as a comprehensive job description.
Refining your recruiter brief
As you begin working with a recruiter, it may take you some time to figure out the ideal brief and people you're looking for. As roles, market conditions and your needs change, your brief should evolve accordingly.
If you need to hire again for a similar role, or it’s been some time since you last hired, consider reviewing and updating your brief. Certain skills, qualifications, company culture and benefits may have changed. It's important the recruiter has all the correct information to save you time in the hiring process.
Consider gathering some feedback to make your recruiter brief even better. It's always a good idea to hear from the people who know the role best, like hiring managers, team leaders and people already in the team. They can give you helpful insights into what you should be focusing on in the brief. By tapping into their knowledge, you can make sure your brief addresses any gaps.
Additionally, gathering feedback from people who’ve gone through the recruitment process can also provide valuable insights. Their experiences can shed light on any gaps or areas for improvement in your brief, helping you refine it further.
Being honest about what you need, both in terms of skillset and team fit, is the best way to approach writing the ideal recruitment brief. Spending more time getting the recruitment brief right at the start could prevent you wasting time later on.
Did you know SEEK Recruiter Network connects you with experienced recruiters who can find great talent for a hard-to-fill roles? These recruiters have clear ratings and reviews, so you can choose the best one for your needs. Your recruiter will handle the hard work, such as finding candidates, screening them, setting up interviews and doing reference checks.
Source: Independent research conducted by Nature on behalf of SEEK. Interviewing 4800 Australians annually. Published Feb 2024.
