A job briefing meeting is an opportunity to explain exactly the type of candidate that you are looking for. A clear briefing will enable an HR Manager or recruitment partner to define a comprehensive job description. Your briefing should clarify the skills you’re searching for, and the work procedures hiring.

 

Talent acquisition is a complex puzzle. The most effective job briefing has marked impacts on your recruitment KPIs.

 

Unfortunately, the job briefing approach is often overlooked. A clear brief can contribute to a more efficient recruitment process for all involved. A brief should define the talent you need, and when you need it.

 

In response to a more complex world of work, many hiring managers are turning to Recruitment Process Outsourcing (RPO) experts, such as Hays. It’s increasingly common to seek external support to guide a permanent people strategy.

 

A job briefing provides an acute understanding of your organisation. From this, providers can search for the missing piece in your puzzle. They’ll lean into pre-established talent networks and leverage market insights to guide their selection.

 

These elements of the brief are your acquisition ‘hygiene factors’. When planned ahead of time, a briefing can impact:

 

 

 

Find out more about job briefing essentials below.

 

 

 

A committed talent acquisition specialist should conduct detailed research. Your partner will complement the scale of their knowledge across industries with a deep understanding of your organisation. A brief should clarify the specific challenges that your business faces.

 

Initial research should include:

 

 

If your recruitment partner is heading into a job briefing meeting blind, you’ll likely waste precious time covering the basics. Make sure that both parties are prepared ahead of time.

 

 

 

 

A generic set of pre-scripted questions will not offer the insight you need to support effective recruitment.

 

Equipped with an understanding of the organisation, your solutions provider should be asking relevant questions. Every question should help them to get closer to the type of talent you need.

 

Allow adequate time for clarification during the briefing session. This approach will ensure that meetings are a relaxed consultation about the job brief. You want to avoid a rigid or rushed interview.

 

 

 

Your recruitment provider should offer real candidates as examples. It’s one of the best ways to build a detailed and complete job specification.

 

Discussing example applicants is an incredibly useful exercise. This approach allows both parties to understand the suitability of existing talent. In doing so, your staffing provider can become more in-tune with the preferences of the organisation. ‘Benchmark’ candidates can come from a variety of sources, such as LinkedIn Advanced search or pre-established talent networks.

 

 

 

A reality check is often the first thing that’s required for an effective job briefing.

 

Of course, your provider should aim to meet – or exceed – your expectations. But we need to be realistic about talent attraction. If the initial meeting results in a search for an impossibly perfect candidate, it's a non-starter.

 

A worthwhile partner will leverage a wealth of insights and experience to build a realistic talent strategy. Your provider should alert you to any factors that may deter candidates. They should know if a below-market salary or inflexible working culture could impact the calibre of applications.

 

It is a great deal more professional to solve potential problems early in the job briefing process, saving essential time and resources.

 

 

 

The initial briefing meeting is the best time to develop a clear action plan. Both parties should have a clear understanding of who they need to recruit, and the timescales required.

 

Your workforce partner should pull together a realistic schedule which includes sufficient time for every stage of the process. Agreeing key milestones can avoid the delays and distractions caused by diary issues further down the line.

 

As the hiring manager, you should leave this meeting brimming with confidence. You should trust your solutions provider and their ability to find the best candidates for your company. If not, it may be time to review your relationship.

 

 

 

An effective job briefing is just the first step in securing the talent you need to power your ambitions.

 

For more information on best practice techniques, or to discuss how we could support your talent acquisition strategies, get in touch with the Hays team today. If you’re looking for tech talent in particular, read our guide to tech recruitment before your briefing meeting.

 

AUTHOR

Sara Thompson
UK Programme Director, Hays Talent Solutions

Sara has in excess of 25 years recruitment industry experience gained across EMEA and APAC. She is currently the Programme Director for a large and complex customer across Europe. In addition to managing a variety of RPO and MSP programmes, Sara has also worked as a senior leader in Talent Acquisition for a large financial services organisation. As a result Sara is able to provide insights gained both as a client and vendor to develop successful recruitment solutions across a broad number of geographies.