Before you hire:
build a clear job brief.
A clear brief helps the hiring team agree what a role needs before sourcing starts, and gives candidates a more useful picture of the work.
Before sharing a vacancy, bring the hiring manager and recruiter together around the same role, must-have skills and timeline.
1. State the work to be done
Describe the main outcomes and day-to-day responsibilities in plain language. Separate essential tasks from occasional ones. Avoid a generic list that could fit any role.
2. Separate must-haves from preferences
List skills, experience or qualifications that are genuinely required. Put helpful but optional experience in a separate preferred section. This can make screening more consistent.
3. Confirm practical details
Record work location, on-site or remote expectations, shift or schedule, employment type and reporting line. Include compensation or benefits only when the organisation has approved the details for publication.
4. Agree the hiring plan
Name the decision-makers, interview stages, target dates and who will send candidate updates. Confirm how feedback will be gathered so candidates are not left waiting without an update.
5. Review before publishing
Check that the brief uses inclusive, job-related criteria and contains no confidential client or employee data. Confirm the wording with the hiring manager before sharing it.
Make the requirement easy to understand.
A brief is not a substitute for your organisation’s employment policies or local legal review. To discuss recruitment support, share your role titles, approximate headcount, locations and target dates through the Meridian hiring enquiry form.
General information only. Check current organisational policies and consult an appropriately qualified professional where needed.
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