Finding the right person for your job requirements can be a complex undertaking. Apart from the skills required to perform the day-to-day tasks, you want to have someone on board who not only fits in with the existing organisational culture but someone who enhances it.
Often job descriptions and recruiter briefs stay limited to technical requirements and personal characteristics. Here are five aspects to include in your briefs that will dramatically increase your chances of finding the perfect person for your business.
Clarify your business’ purpose
Gone are the days where people join a company just for the paycheck. Purpose is one of the main motivational drivers of employees in the modern workplace. Why does your business exist? How is it going to change the world? People want to make your business’ purpose their own, and to get the most out of your people you want the same.
When a recruiter knows your company’s reason for existing, they’re better able to find candidates with complementary outlooks and ambitions.
Communicate your vision
Good prospective candidates aren’t just interested in what the company has achieved so far. They want to know the direction the business is taking and where the leaders see the company in two to five years. They want to know how they’ll be contributing to achieving that vision.
Your recruiter can help you work out how certain candidates can support your vision in ways that might even go beyond strictly their description.
Capture your culture
All too often businesses focus solely on skills and neglect values when hiring. Does your company rate candour and openness? Don’t hire that highly skilled candidate who avoids expressing their honest opinion. Is flexibility very important for your organisation? Find someone else from that subject matter expert who won’t divert from their plans.
Explicitly expressing your values will not only filter out candidates who don’t fit in, your recruiter is also able to look for indicators of shared and complementary beliefs.
Elaborate on team and business structures
Every organisation is unique and the same job title and seniority might mean something entirely different in two different companies. By making it clear how the role fits in with the team and business in general, your recruiter is able to find candidates at the right level.
Be more detailed than just stating the reporting line and direct colleagues. Give an overview of the team and organisation as a whole.
Start talking about objectives
What does success look like for this role? Your recruiter might be able to think of skills or backgrounds that are not immediately obvious for the role but would be of immense value in turning it into a success.
The more specific you are about what the company would like to get out of this role, the higher the likelihood that your recruiter can find you the person that will make the biggest difference.
What other aspect make for a great recruiter brief?
Central London (WFH), to £300 p/d. Initial contract 3mth expected to roll.
Central London (WFH), £300 p/d. Initial 3-6mth contract. Expected to roll.
Central London (WFH), £70k
Central London (WFH), £80k + Bens
Central London (WFH), to £35k + Excellent Bens. (Freelance £250 p/d).
Central London, £45k + Excellent Bens - 6 mth FTC (expected to roll to Perm)