HIRING BRIEFS · 4 min read

Not getting suitable candidates? Start with the hiring brief.

DS Recruitment Solutions · 10 November 2026

If the profiles reaching your desk keep missing the mark, it is worth reviewing the brief before asking for another batch of CVs. Your hiring team and recruiter may be working towards different versions of the same role.

Start with the work, then the job title

A title alone leaves room for interpretation. A Business Development Manager could be expected to win new accounts, grow existing clients or manage a team. Write down what the person will own and what they should achieve in their first three to six months.

Instead of “We need someone commercially strong,” try: “This person will build a prospect pipeline, lead new-business conversations and close accounts in our target market.” Add the actual scope, market and measures of success for your business.

Separate essential skills from preferences

For each requirement, ask: would we reject an otherwise suitable candidate without it? If the answer is no, label it as a preference. Identify what must be demonstrated at interview and what can be learned after joining.

• Essential: capabilities needed to perform the role from the start.
• Preferred: experience that would help, but is not the only way to show suitability.
• Trainable: tools, processes or knowledge you can support someone to develop.

Use job-relevant evidence rather than assumptions based on a previous employer, job title or background.

Check whether the brief and offer fit together

Consider the responsibilities alongside the salary range, work arrangement, location and expected start date. If there is little flexibility in the budget, decide where you can adjust the scope or experience requirements. If the scope is fixed, review what you can offer.

Confirm these details internally before sourcing begins. Flag any uncertainty to your recruiter rather than presenting an unapproved figure as final.

Make feedback specific enough to use

“Not suitable” gives little direction. Explain which essential requirement was missing and what evidence would change the assessment. If priorities have changed, update the brief and tell everyone involved.