Print recruitment insight

How to brief a print recruitment partner

A job description lists duties. A strong recruitment brief explains the problem the new person needs to solve, how the operation works and what success will look like.

Start with the operational need

Explain why the vacancy exists, what is happening in the team and what the successful person must improve or protect. This gives recruiters and candidates context that a list of responsibilities cannot provide.

Separate essentials from preferences

Be clear about the processes, equipment or customer knowledge that must be present on day one. Keep genuinely trainable experience in a separate list so the search is not narrowed unnecessarily.

Share the complete proposition

Location, shift pattern, working environment, salary range and progression all affect interest. Sharing these details early supports more focused conversations and reduces avoidable drop-out later in the process.

Agree the recruitment process

Set out who will interview, how quickly feedback can be given and whether a site visit or practical assessment is needed. A clear process helps everyone represent the opportunity consistently.