Writing a job brief that attracts the right talent

Just as a CV is a candidate’s business case for securing an interview, your job brief is your opportunity to convince the right people that your company and role are worth exploring.

The strongest job briefs do more than list responsibilities. They bring the opportunity to life, explain what success looks like and give candidates a genuine reason to make their next career move.

Using AI to Write a Job Description

AI can provide a helpful starting point for structuring and improving a job description, but the quality of the finished brief will depend on the information and direction you provide.

Avoid simply entering a job title and using the first version it produces. This often results in generic wording, repetitive responsibilities and unrealistic lists of requirements that could apply to almost any company.
 

To get more value from AI, provide specific information about:

  • Your company, brands, customers and culture

  • Why the position exists

  • The role’s key priorities and objectives

  • The reporting line and wider team

  • The experience that is genuinely essential

  • What makes the opportunity attractive

  • The salary, benefits and working arrangementsThe tone and language you want to use

Always review the finished description for accuracy, unnecessary jargon and unintended bias. Most importantly, make sure it sounds like your business and reflects the actual opportunity and not something that could have been written for any employer.

Start with the company

  • Make sure your company information is accurate, relevant and up to date. Explain what the business does, the markets and customers it serves, its size, ownership, ambitions and future direction.
  • Avoid generic corporate wording. Candidates want to understand what makes your organisation different and why now is an exciting time to join.

Highlight the points of appeal

  • What makes this opportunity stand out from similar roles?
  • Consider the company’s growth plans, brands, customers, investment, culture, leadership team and the influence the successful person will have. Be clear about the genuine career opportunity rather than expecting the job title to sell itself.

Make it specific to the role

  • A generic or recycled job description rarely engages the strongest candidates.
  • The brief should reflect the actual position, team, reporting line, current priorities and challenges. Explain why the role exists and what the successful person will be coming in to achieve.

Bring the role to life

  • Describe the purpose of the position before presenting a long list of duties.
  • Help candidates understand where the role sits within the business, who it works with and how it contributes to the wider commercial objectives. Concentrate on the most important responsibilities rather than including every possible task.

Set realistic objectives

  • Outline what success will look like during the first 6–12 months.
  • Objectives should be clear, achievable and appropriate for the level of the role. If there are challenges to address, be open about them. The right candidate will often be attracted by the opportunity to make a visible difference.

Explain the development opportunity

  • Strong candidates want to know where the role could take them.
  • Describe the training, mentoring and support available, along with any realistic opportunities for progression. Include examples of how people have developed internally where possible.

Define the right person

  • Separate what is genuinely essential from what would simply be desirable.
  • Consider the experience, knowledge and technical capabilities required, but also think carefully about personality, values and working style. The aim is to identify someone who can perform the role and thrive within your organisation.
  • An unnecessarily long wish list can discourage excellent candidates who may not meet every single criterion.

Describe the leadership style and culture

  • Candidates are increasingly interested in who they will work for and what the day-to-day environment is really like.
  • Explain the hiring manager’s leadership style, how decisions are made, the level of autonomy available and how the team works together. Honest insight into the culture can be one of the strongest reasons for somebody to join.

Clarify the interview process

  • Set out the expected interview stages, who the candidate will meet and whether presentations, tasks or assessments will be involved.
  • A clear and well-managed process creates a positive impression of the company. Avoid unnecessary stages and lengthy delays, particularly when competing for sought-after talent.

Present the complete package

  • Be transparent about the salary range wherever possible and clearly explain the wider package.
  • This could include bonus potential, pension, healthcare, car allowance, flexible or hybrid working, annual leave, product discounts and other benefits. Also consider the less tangible rewards: autonomy, career progression, exposure to senior leadership and the opportunity to influence.

Remember… a headhunted candidate may not have been actively considering a move. You may need to sell the company, opportunity and long-term career potential with a little more punch.


Need help creating the brief?

A well-written brief gives the recruitment process a much stronger starting point. It helps the company and recruiting partners target the right people, represent your opportunity and employer brand accurately and engage candidates who may not be actively searching.

if you would like to discuss a particular role or job description, feel free to contact Craig at [email protected]