Assign decisions rather than vague roles
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
A responsibility chart is useful only when it resolves a real decision. List the decisions that move a search forward: approving the brief, committing budget, assessing evidence and authorising an offer. Give each one an accountable owner while naming contributors and the people who must be informed. Consultation is not a universal veto. Avoid giving the recruiter responsibility for an outcome without authority over its dependencies. Write what happens when the owner is unavailable and which decisions require additional approval. Review the chart when the scope or team changes.
Worked example
A fictional hiring panel has five members, each assuming someone else approves compensation. The revised map assigns approval to the budget owner, evidence recommendations to assessors and candidate communication to the recruiter.
Put it into practice
Map decision rights for six decisions in a fictional search.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Use one clearly accountable role per decision and describe the authority it actually holds. Separate recommending a candidate from authorising spend. Include a deputy or escalation route for absence.
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.