Whether you are a three, person operation or a multi-national with tens of thousands of employees the success of hiring starts with getting the brief right. 

In order, to help you find your top talent, recruiters have, to be able to determine a candidate’s marketability much, much faster and without a quality brief, we can’t do that. However, it doesn’t end there it’s not just about finding the right talent it’s about being your story teller – representing your brand and getting people excited about your organisation and what you are doing.

In creative, digital and technology industries, you understand the value of a good job brief. You know that how your team is briefed will determine what you’re able to give back to the client or your organisation, and without a complete picture, you’re not going to be able to deliver results.

The exact same rule applies for your recruitment partners. Let’s say, for example, your company is looking for digital talent (who isn’t?). It’s not enough to just say you need people with strong digital experience and capabilities – you need to give specifics.

If you don’t, then telling a recruiter you need digital talent is like telling a chef you need food: Of course, you need food. Why else would you be at a restaurant? But what are your dietary requirements? Do you prefer Italian or Japanese? Are you vegetarian? Do you have any allergies?

Similarly, if you tell an agency you need digital talent, you need to give more information. Is your focus on those with social media capabilities, or do you need UX expertise? Do you need someone with analytics skills, or an e-commerce specialist? Do you want them to eventually become the business unit leader? What are key competencies you need to see? What makes someone successful in your organisation? What are the key objectives in the first 3 months or 12 months?  Skills are one thing, but what will make someone successful is knowing how they will fit with the culture you are trying to create. 

Most companies hire on skill and fire on behaviour or fit – but this isn’t something a CV can tell you. Put yourself in the candidate’s shoes for a moment.  If you were looking for a job, would you feel comfortable applying for a role that you know very little about, or perhaps only have a job description for?  

A job description is not a brief!

A candidate wants to know details such as why you need this role, what the challenges are, what the management style is, what their key objectives are and what projects they will be working on? 

Candidates have a choice and their choices are increasing every day, so what will make them choose you?

Without this information, the recruiter can only tell the candidate that company X has a job – but we cannot give sufficient depth of detail to support this. Not only does this mean it’s harder to find the talent you need, but it can be damaging to your brand.

By telling a recruitment agency to “send you a few CVs”, you’re putting the agency in a difficult position, as well as doing yourself a disservice by making the process take longer. Simply hoping that talent will stick based on what their resume says is not good recruitment. In fact, that’s the service of a CV monkey. 

Simply put, we don’t want to just place people with you – we want them to stay.