Getting the position description (PD) and a well-defined recruitment brief right, is critical to successful recruitment and retention. The PD goes beyond listing tasks and qualifications; it’s a chance to communicate the role’s purpose, impact and how it fits into the broader organisation. The brief, which we conduct with our clients, is where we dig a little deeper, exploring team dynamics, leadership style, organisational culture, current context and future plans. Together, these elements help attract candidates who are genuinely aligned and excited about an opportunity.
THe Recruitment Brief
At the beginning of every recruitment project, Gembridge has a collaborative conversation with clients to learn about their immediate needs, the context; and team/organisational goals. During this conversation, we encourage out-of-the-box thinking to promote diversity, openness and a level of flexibility that attracts candidates beyond the usual scope. This approach aligns stakeholders, streamlines hiring, supports onboarding, and builds trust.
Key areas we explore include:
Ideal candidate profile and background
Hiring manager’s specific expectations / wishlist
Interview process and key stakeholders
Market insights (salary, talent availability)
Onboarding plans or requirements
Succession planning considerations
Learning and development opportunities
Culture and team dynamics
The POSITION DESCRIPTION
At the commencement of a recruitment project, Gembridge offers support to refine the position description, selection criteria, salary benchmarks, and role design to ensure each role is:
Competitive
Fit for purpose
Aligned with market conditions
Able to attract a viable pool of candidates
Designed to leave room for growth, learning, and development
Even small changes in tone, structure, or focus within a PD can make a big difference in reaching and engaging the ideal candidates. When you know exactly what you’re looking for, it becomes much easier to find.
Key things to include in a PD:
Role Purpose: Clear statement of why the role exists and how it supports the organisation’s mission.
Key Responsibilities: Main duties and expected outcomes that define success in the role.
Performance Expectations: Specific goals or KPIs to measure achievement over time.
Reporting Lines: Who the role reports to and how it fits within the team structure.
Location & Work Flexibility: Office location and options for working from home or hybrid arrangements.
Extra Tips
A good position description is clear, jargon-free, and engaging. It outlines key responsibilities, success measures, growth opportunities, and flexibility, while reflecting your organisation’s values to attract diverse talent. Always finish with a clear call to action.
KEY TAKEAWAY
Echoing the insights of Stephen Covey, ‘Begin with the end in mind.’ Recruitment starts with a clear PD and brief, because planning is key to reaching your recruitment goals, and ultimately appointing the right person.
