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Why Briefing Matters More Than Ever
In a fast-paced digital environment, IT leaders can’t afford delays in hiring. Yet many still face prolonged hiring cycles, misaligned shortlists and frustrating rounds of back-and-forth with recruiters.
A poorly defined recruitment brief is one of the top causes of slow hiring and mis-hires in the tech sector. A clear, structured briefing process isn’t just helpful—it’s critical.
What Happens Without a Clear Brief?
- Unqualified candidates: Recruiters waste time filtering.
- Misalignment: You and the recruiter assess fit differently.
- Delays: Endless clarification slows the entire process.
- Cost: Project timelines slip, and contractor day rates rise.
6 Ways to Brief a Recruiter for Better, Faster Results
1. Define the Role Clearly
Go beyond the job title. Include:
- Primary responsibilities and deliverables
- Required tech stack and tooling
- Domain knowledge (e.g. cloud infrastructure, fintech, SaaS)
- Project context: is this for a rollout, migration, or support?
- Share examples of successful hires in similar roles to guide recruiter understanding.
2. Highlight What Matters Most
Clarify deal-breakers vs. nice-to-haves. Help the recruiter prioritise.
- Must-have technical skills?
- Remote/hybrid preferences?
- Availability or start-date flexibility?
- Cultural expectations within your team?
3. Align on Evaluation Criteria
What does a “great fit” actually look like? Let the recruiter know how you assess success:
- Do you prioritise clean code and testing practices?
- Is stakeholder communication key?
- Are certifications (e.g. AWS, Azure) essential or optional?
4. Be Transparent About the Process
Let your recruiter know up front:
- Who’s involved in decision making?
- What the interview process looks like (and how long it should take)
- How quickly you can give feedback
This enables the recruiter to set expectations with candidates which reduces dropout rates and protects your employer brand.
5. Set Timeframes — and Stick to Them
Speed matters. In-demand IT contractors are often off the market within 7–10 days.
- Agree on when to expect the shortlist (e.g. video shortlist within 24 hours)
- Commit to reviewing and responding within 1–2 business days
- Keep interview stages lean: one or two is often enough for contractors
6. Leverage Modern Tools for Speed and Clarity
Ask your recruiter to use platforms that improve the process not just spreadsheets and CVs.
For example, video shortlists allow you to:
- See and hear candidates before interviews
- Assess soft skills and communication style early
- Eliminate time-wasting interviews
It’s the most efficient way to shortlist when time and clarity are critical.
The Payoff: Shorter Time-to-Hire & Higher Fit
When you brief clearly you save hours of review time, reduce project risk by filling roles faster and you can hire with more confidence and less guesswork. If your recruiter doesn’t fully understand your needs, they can’t deliver fast. A sharp, well-structured brief isn’t about adding process it’s about eliminating delays.