1. Describe the role and working environment
Include the job title, profession or specialty, clinical setting, responsibilities, location and the reason you are hiring. Explain which skills are essential and which can be developed.
2. Be clear about pay and working patterns
Share the approved salary or rate range, hours, shifts or rota, employment arrangement and available benefits. If the budget is still being agreed, say so. Candidates need enough information to judge whether the opportunity fits.
3. Explain professional requirements
Identify the qualifications, registration or state licenses needed for the role. Agree who will confirm credentials, eligibility and any employer checks. International searches also need a clear discussion of relocation support and responsibilities.
4. Make the opportunity understandable
Describe the team, support, development opportunities and practical realities of the work. Specific information is more useful than broad claims about an excellent culture.
5. Agree the recruitment process
Identify who reviews introductions, how interviews will work, who can approve an offer and when feedback can be given. Agree the candidate information you need and how introductions will be approved.
6. Decide what success will look like
Agree priorities and realistic measures for the search. These could include relevant introductions, interview feedback, accepted offers and start dates. Distinguish recruiter activity from a completed appointment.
What should you send first?
Start with the role, location, timing, organisation and your contact details. Add pay and schedule if available. You can clarify the full brief in conversation. Send an employer enquiry or explore recruitment services.
For local service information, see UK workforce support or US staffing support. This checklist describes recruitment preparation. Professional eligibility and legal decisions remain with the responsible employers, advisers and authorities.