How to Brief Recruiters Properly – And Get Better Hiring Results
Recruitment rarely fails because of a lack of candidates. More often, it fails because the brief was unclear, incomplete, or constantly changing.
If you want better results from recruiters – faster shortlists, stronger candidates, and fewer false starts – the quality of your brief is critical. A strong recruiter brief isn’t about more information, it’s about the right information.
Here’s how to do it properly.
1. Be Clear on the Real Problem You’re Hiring to Solve
Before discussing skills, CVs, or salaries, start with the why.
- Why does this role exist now?
- What problem will this hire fix in the next 6–12 months?
- What happens if the role stays vacant?
Recruiters work best when they understand the business challenge, not just the job title. A “Senior HR Manager” can mean very different things depending on whether you need stability, transformation, growth, or succession planning.
Clarity here shapes everything that follows.
2. Separate “Must-Haves” from “Nice-to-Haves”
One of the most common reasons searches stall is an unrealistic wish list.
Be honest about:
- Skills that are genuinely essential on day one
- Skills that could be learned within 6–12 months
- Traits that matter more than experience
If everything is labelled a “must-have”, recruiters will either:
- Bring you very few candidates, or
- Bring you candidates you later reject for not being perfect
Neither outcome helps.
A focused brief attracts better talent than a long one.
3. Explain What Success Looks Like in the First Year
Great recruiters don’t just match CVs – they assess potential.
Help them do that by answering:
- What will success look like after 3, 6, and 12 months?
- What will this person be trusted with quickly?
- Where have previous hires struggled in this role?
This allows recruiters to screen for mindset, not just background.
4. Be Honest About Salary, Flexibility, and Constraints
The market doesn’t respond to ambition – it responds to reality.
Be upfront about:
- Salary range (not “competitive”)
- Flexibility on location and working pattern
- Notice period tolerance
- Any internal challenges candidates should know
When these details are vague or withheld, recruiters waste time engaging candidates who will never accept the role – and good candidates lose trust quickly.
Transparency speeds everything up.
5. Share What Makes Your Business Attractive
You’re competing for talent, whether you realise it or not.
Tell recruiters:
- Why people enjoy working in your business
- What’s genuinely different about your culture
- What progression looks like
- Why someone would choose you over a similar employer
If recruiters can’t sell the opportunity, the best candidates won’t engage.
6. Agree the Process – And Stick to It
Nothing damages results faster than a changing process.
Before the search starts, align on:
- Interview stages
- Decision-makers
- Feedback timescales
- Who has final sign-off
Then commit to it.
Top candidates are often off the market within days, not weeks. Delays cost quality.
7. Treat Recruiters as Partners, Not CV Providers
The best recruitment outcomes happen when there’s trust on both sides.
That means:
- Giving honest, timely feedback
- Being open to market insight (even when it’s uncomfortable)
- Allowing recruiters to challenge the brief constructively
Recruiters who understand your business will represent it far better than those simply filling roles.
Final Thought
If you want better candidates, start with a better brief.
A well-briefed recruiter:
- Moves faster
- Represents your business more accurately
- Attracts stronger, more relevant talent
The time you invest upfront will always save you time – and frustration – later.