Agree a clear hiring brief

Define the work

Start with the reason for the role. Write three to five outcomes the person needs to deliver in the first year. Include the context: team size, reporting line, location and the problems they will be responsible for solving.

Example: “Improve the accuracy of monthly reporting and submit it within five working days of month end.” This is more useful than “strong reporting skills”.

Agree the criteria

Choose the evidence needed to assess those outcomes. Separate essential requirements from skills that can be learned. Challenge criteria that rely on a job title, a particular employer or an arbitrary number of years without explaining why they matter.

• What must this person be able to do on arrival?
• What evidence would demonstrate that ability?
• What can be learned with support?
• Which requirements are fixed, and who confirmed them?

Set the process

Record the salary range, working arrangements, interview stages and decision owner. Agree who will assess each criterion and when interviewers will be available.

Resolve conflicting expectations with the hiring manager before publishing the role.

Confirm the brief

Send the brief to the hiring manager for written approval. Record changes in one place so recruiters and interviewers work from the same version.