How to write an effective job brief?

What is necessary to attract the best candidate for the chosen position? Undoubtedly, a recruitment process carried out in the right way. But don’t forget to get accurate information about the position from the hiring manager. A thorough understanding of the needs in this area is the foundation for finding a candidate who will answer them perfectly. What should a proper job brief look like and how to take it from the hiring manager?

Job brief – table of contents:

1. Job brief – important elements
2. Job brief – also for the employee?
3. A well-prepared job brief – results
4. Summary

Job brief – important elements

Is a job brief the same as a job description? The answer is no – and here we explain why. The job description is only a small part of the job brief (although undoubtedly very important). The purpose of a job brief, however, is not just to inform what skills are necessary to perform the assigned tasks, but to provide comprehensive support in getting the best possible candidate for the position.

A job brief typically answers the following questions:

• Why did the position appear in the company?
• What role will the hired person play in the team?
• What results are expected from the employee? (e.g. after 6-12 months),
• Has the position existed in the company before? (and if so, who worked on it and what were the reasons for the dismissal?)
• What are the responsibilities?
• What are the job opportunities?

Among the necessary elements of the job brief we can list: the overall purpose of the job, daily tasks, required experience and skills, additional qualifications and key personality traits. A properly designed brief also includes information about the team and its mode of work – matching the company and the potential employee in terms of organizational culture is essential to achieve the goal.

Job brief – also for the employee?

We have listed a number of elements that a properly structured job brief should contain and that are important for a company looking for real talent. However, you need to keep in mind that recruitment processes work both ways – just as a company is looking for an employee who will respond to its needs, a candidate is looking for a workplace that will respond to theirs (with regard to working conditions and development opportunities). But without knowing what a candidate will gain when they apply for a position and start working with a particular team, you won’t be able to ensure a mutually satisfactory fit.

So make sure that the hiring manager also gives you information on the so-called selling points of the offer – that is, among other things, the stability of the company, its position in the market, the forms of offered support, career development opportunities, people in the team and other elements that may be relevant from the candidate’s point of view. Adequate preparation for the interview in this respect will definitely inspire greater confidence in the interviewee.

A well-prepared job brief – results

A good job brief can produce great candidates. Getting acquainted with the scope of duties on a given position and the requirements for candidates, but most importantly, the role that the hired person would play in the company, will allow you to quickly filter out candidates who do not meet specific criteria.

But that’s not all – you are certainly well aware of the fact that every recruitment process is a cost that the company has to bear. Every single hiring decision carries the risk that a given person will not be a good choice, and it will be necessary to repeat the procedure. The risk of hiring the wrong person cannot be completely eliminated, but it can be minimized, for example by asking the right questions during the interview.

Summary

A properly designed job brief covers many issues that will not be found in a job description, but are essential for a recruiter to understand what kind of candidate they are looking for. The detailed, accurate information obtained in this way will lead not only to a better selection of candidates, but will also help a recruiter in the interviewing process. The better the job brief, the better the outcome.

Read also: 5 important steps to build your personal brand as a recruiter.

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