Effective brief-taking for success
Having been in the industry for quite some time now, I’ve been lucky enough to develop really solid relationships with my clients. The major benefit of this is being able to read them and to understand what it is they’re looking for. However, something I’ve learned over all these years is, despite how well you know your clients and candidates, taking a rock-solid brief upfront is an invaluable part of locking down a successful placement.
In order to get the right candidate for every client every time, you need to get this information before you do anything.
– time – if your clients can’t give you at least 20 mins for an initial briefing, you’re set up to fail. Ideally you’d get all stakeholders in a room, or on a video conference call, for an open conversation to clarify everyone’s expectations. A really great point of discussion at this time is to ask each person to describe their ideal candidate. Use this opportunity to ensure everyone is on the same page to avoid any confusion or frustration down the track.
– sign off – there is a HUGE difference between an executive stating a new hire is necessary and agreeing, and signing off on, a recruiter being employed to fill a role. Obviously if we’ve had the meeting I just mentioned, this is not a problem, but if you’re waiting for a sign that this role is yours to fill, then a signature for confirmation is definitely it.
– all the details – the more information you can get about a position, the better! What’s the job title? What package are they willing to offer? From there, you need to determine if the package is fair and if it’s in-line with the rest of the market. Basically, you can’t ask too many questions upfront because, you need this process to be as transparent as possible. If there’s one thing I can guarantee when you’re filling a role, if your client can’t communicate what they want, you’ll never be able to deliver it.
– expectations – here is your chance to be sure that everyone understands how you, and your process, will work. You’ll need to clarify the type of communication which will work best for you and your client. Discuss what timelines are expected of you and when they want their ideal candidate to start. It’s important to make it clear to your client that most candidates of value will need a suitable notice period. This means, if they’re hoping they’ll get someone who can start immediately you may need to realign their expectations.
No matter how long you’ve been in the game, each client and each role can be very different. When it comes to filling a role with the best possible candidate, investing time at the beginning of the process will not only save you time later, it will ensure you’re all looking for the same needle in the right haystack!
Shannon Wood, Managing Director S8 Expert Recruitment Solutions. I have over 14 years recruitment experience specialising in the animal health industry across the ANZ region. Areas of expertise include sales and marketing, technical roles (Quality Assurance, Quality Control & Regulatory Affairs) and operational & financial positions. I work extensively in the veterinary, ruminant, monogastric, aquaculture and the pet specialty industries and I look forward to the next 14 years.
