A request for “warehouse workers” leaves too much open to interpretation. A useful brief describes the working day and gives everyone the same picture of the role.
Describe the work before the title.
List the tasks that take up most of the shift. Separate essential experience from skills that can be taught. Note the equipment, systems and work environment involved.
Make the schedule specific.
Include start and finish times, days worked, expected overtime and whether the schedule changes. “Flexible availability” should never stand in for an actual description of the hours.
Put the worksite and pay in the brief.
Use the actual worksite location and a confirmed pay range. Explain any shift differences and whether benefits or other terms will be discussed by the employer. These details help candidates assess the opportunity.
Decide how you will make the decision.
Name the person responsible for feedback, the interview steps and the anticipated start date. When several people are being hired, agree on interview capacity and the order of priority.
Keep requirements current.
If pay, shift hours or headcount changes, update the brief and the candidate conversation together. A clear record reduces misunderstandings later.