How to write a job requisition that gets you the right shortlist
· 2 min read
When a search goes wrong, it usually went wrong on day one. Not because the market was empty or the recruiter missed something, but because the brief described a person who does not exist, or left out the thing that really mattered.
Start with the problem, not the job title
Before you list skills, write one or two sentences on what this person needs to fix or deliver in their first six months. “Close the month-end in five days instead of twelve” tells a recruiter far more than “Senior Accountant”. It also helps candidates picture the job, which is what makes the right ones interested.
What a good requisition includes
- The job title and who the role reports to
- Location, and whether the role is on-site, hybrid or remote
- The salary range, plus benefits such as medical, fuel, allowances and bonus
- Five to seven key responsibilities, in plain language
- Three or four must-haves, kept separate from the nice-to-haves
- The minimum qualification, and whether experience can stand in for it
- When you need the person to start, and how flexible you can be on notice periods
Three mistakes we see most often
A wish list of ten must-haves. Every extra “must” shrinks the pool. If a candidate with eight of your ten would do the job well, only the two you cannot live without are real must-haves.
No salary band, or one below the market. Leaving salary out does not keep costs down; it means the search runs blind and fails at the offer. If you are unsure of the going rate, give us a range and we will benchmark it with you before the search begins.
Requirements that narrow the field for no reason. Age limits, a preferred gender, or graduates of one particular university rarely predict who will do the job well, and they cut out good people. Describe the skills and experience the role needs instead. You get a wider shortlist and a fairer process.
Agree it internally before you send it
The person who will make the final decision should read and agree the requisition. Many slow searches are really internal disagreements about what the role is, discovered only when the first shortlist arrives.
What happens after you send it to us
A consultant reviews your requisition and comes back within one working day, usually with a few questions. For most roles you receive a shortlist of three to five interviewed candidates within five days, each with notes on why they fit.
Ready to brief us? Send a job requisition now, or book a free 20-minute call if you would like help shaping the role first.
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