EMPLOYER HIRING GUIDE
A recruitment brief template for your next hire.
Give shortlisted recruiters the same clear information so you can compare their approach. Copy the headings below into your own document, then fill in the facts for your vacancy.
What is a recruitment brief?
A recruitment brief explains the business need behind a vacancy and how the employer wants the search managed. A job description focuses on the position; the agency brief also covers the search scope, decision makers, timetable and expectations for the recruitment partner. It helps a recruiter decide whether they can support the work and prepare a relevant proposal.
Copy this job brief template
- Company and context: what the business does, team size relevant to the role, reporting line and why the position is open.
- Role and outcomes: title, core responsibilities and what success should look like in the first few months.
- Essential requirements: experience, skills and any credentials needed for the actual work. Separate essentials from preferences.
- Employment and location: permanent, temporary or contract; hours, work location, travel and remote or hybrid arrangements.
- Remuneration: the approved range, currency and what is included. For Australian roles, clarify how superannuation and other components are described.
- Timing and availability: intended start date, flexibility, expected interview stages and decision dates.
- Search background: what you have already advertised or tried, any existing agency engagement and known constraints.
- Agency scope: sourcing, screening, shortlist detail, checks, interview coordination and reporting you expect.
- Commercial discussion: request the fee basis, included services, payment stages and any replacement or refund conditions in writing.
- Contacts and approvals: the hiring decision maker, day-to-day contact and who can approve a shortlist, offer or change to the brief.
Make the requirements assessable
Replace vague requests such as “excellent communicator” with examples of the work: presenting financial results to department heads, resolving customer issues or coordinating a project team. Explain which experience is essential and which skills can be developed. Avoid adding requirements that do not relate to the role.
For example, a finance hire might need to own month-end reporting, use a particular accounting system and explain variances to managers. The brief should say which of those skills must be demonstrated before appointment. Use examples from your actual workplace without disclosing confidential client or employee information.
Use one brief to compare recruitment agencies
Send a consistent version to the recruiters you are considering, through the appropriate process for each. Compare their understanding of the role, relevant experience, proposed search method and available capacity. Use the agency comparison checklist and recruitment fee guide to assess the same scope.
TalentChoice helps Australian employers find individual recruiters by specialism and location. Review their profiles and available service information, then follow the employer-verification and brief steps to contact the recruiter you choose. TalentChoice does not automatically distribute one brief to every agency.
Keep the brief current
After the first conversation, record agreed changes and provide the current version to the people involved. If the salary, work location or essential experience changes, tell the recruiter before further candidate introductions. A short update prevents both sides from working toward different versions of the hire.