Describe your staffing needs: a checklist for employers
A focused search for staff starts with a clear brief. When tasks, working conditions and required skills are defined, candidate profiles are easier to assess.
Tasks before job titles
First describe what the person will do each day. “Helping in the workshop” says less than a description of the production, assembly or inspection tasks. Separate essential knowledge from skills that can be acquired during induction.
Include these details in your brief
- Work: specific tasks, responsibilities and cooperation within the team.
- Qualifications: required training, practical experience and supporting certificates.
- Location: exact workplace address, accessibility and any changing assignment locations.
- Timing: desired start date, planned duration, workload and working hours.
- Equipment: machines, materials or systems used, and tools provided.
- Induction: contact person, onboarding and instruction on site.
Temporary need or a long-term position?
Describe the reason: a peak in orders, an absence, a new project or a permanent vacancy. This helps us discuss which of our services suits your needs. Availability, terms and a start date are confirmed through a personal conversation.
Compare profiles consistently
Use the same job-related criteria for every candidate. After an interview, record which experience has been demonstrated and which questions remain open. A clear next step and a named contact make coordination easier.
Your enquiry to äsk
You can contact us even if some details are still undecided. Start with the role, workplace and desired start date. We will discuss the remaining questions with you.
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