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The importance of briefing your recruitment agency
A clear and concise brief, whether that be written or spoken, is without a doubt the best way to start the recruitment process.
Too often or not, I have placed successful candidates in roles with my clients who have come to assume that I can now find a great candidate to fill their job vacancy with very little or no brief at all. However, I don’t want to just find a great candidate, I want to find the perfect candidate and that is why the brief a client sends me is an extremely, and if not the most important part of the recruitment process.
James recently posted a blog on the importance of producing a great job description and the brief to us, the recruiter, should be treated exactly the same.
Yes, a brief should provide an outline of the role, key responsibilities and skills as well as the relevant experience required and we understand that certain information may not yet be able to be disclosed, but the more we know, I mean the really detailed bits, the more personalised our approach can be to finding that perfect candidate. For me, a brief should include:
- The story: How did your company get to where it is today?
- Innovation: How is your company innovating? How is your company ensuring that it is staying one step ahead of its competitors?
- Portfolio: what’s going on in your business at the moment? Who are you working with? And how are you working with them to achieve great results?
A brief also makes it clear what’s expected of us. Once the brief has been delivered and everyone is on the same page, we can then do our thing and deliver you the results you expect.
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