From job description to search plan
Course overview · 8 min reading + 5 min practice, estimated
Start with outcomes
Ask what success looks like after six and twelve months. Convert the answer into specific work the person must do. A job description often mixes responsibilities, experience and preferences. Separate these before defining the search.
Test the requirements
For each requirement, ask why it matters and what evidence would demonstrate it. A fixed number of years or a particular previous employer may be a weak substitute for relevant experience. Discuss equivalent experience and transferable skills with the client.
Build the search brief
Record role outcomes, essential evidence, useful experience, location expectations, compensation, decision makers and open questions. Agree which constraints can change if the candidate market is limited. Save changes so everyone works from the same version.
Put it into practice
Create a brief for a fictional Head of Quality. Include three outcomes, three essential criteria with evidence questions, two preferences and three points to clarify with the client.
Use fictional information and keep your work in your own notes.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.