Agree decision rights and manage brief changes
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
A brief is an agreement between decision makers. Name the person who approves requirements, the people who assess each criterion and the route for resolving disagreement. Confirm assessment stages and the information candidates receive. Maintain a version date and change log. When compensation, scope or location changes, inspect affected candidates and communications rather than simply editing a document. Agree a regular market review and what evidence would justify adapting the brief. Record non-negotiable constraints explicitly so recruiters do not make promises that cannot be honoured.
Worked example
After ten conversations, the hiring manager adds frequent travel. The recruiter updates the brief, asks why travel is necessary, confirms the actual pattern and informs affected candidates. Earlier interest is not treated as agreement to the new condition.
Put it into practice
Create a change log entry and candidate communication plan for a new location requirement.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Record who requested and approved the change, its job-related reason, effective date and affected candidates. Reconfirm interest and assess whether the search needs to reopen. Do not silently discard earlier applicants.
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.