CRM Recruitment / Employer desk

Define the work before the shortlist.

A clear hiring conversation helps the recruiter understand the role, the team and the decisions ahead. This preview offers preparation tools rather than a candidate search.

Editorial illustration of people at a recruitment desk — Concept conversation / No identified staff or clients

Build a role people can understand

The purpose

What needs to be different when the role is filled? Describe the work and the problem it serves before listing attributes.

The conditions

Location, working pattern, reporting line and resources influence who can do the work well. Make those conditions visible.

The evidence

Decide which examples or skills would show that a person can do the essential work. Distinguish essentials from preferences.

A useful handoff to the agency

Clarify the brief
Agree responsibilities, scope and the practical information that must appear in a real role record.
Confirm the process
Discuss who screens, who decides, how feedback is given and which terms apply to the agency service.
Keep the record current
Tell the recruiter when the role or timetable changes. A clear process relies on the same information on both sides.

Questions to settle together

The role: What is essential on day one, and what can be learned with support?
The decision: Who owns the hiring decision and what information do they need?
The agreement: What service is being provided, on what terms and through which contact?
The handover: How will the next step and any changes be recorded?

Put the brief on one page.

Use the local worksheet to prepare the work, conditions and questions for the agency.

Build a hiring brief