The journal

A position description explains the role. A search brief explains why the appointment matters.

Start with the decisions the new colleague will own. Describe the context in which those decisions happen, including reporting relationships and the work already underway. A long list of desirable qualities rarely provides the same clarity.

Someone who is not actively looking needs a reason to consider a conversation.

An approach should explain the substance of the opportunity without disclosing confidential information unnecessarily. Explain the responsibilities and the reason for the search instead of promising growth in general terms.

A detailed answer is useful when it reveals the candidate’s own contribution.

Ask about a real situation connected to the responsibilities. Invite the candidate to explain what was happening, what they decided and what followed. Give them time to distinguish their own contribution from the wider team’s work.

PyM’s published approach makes guidance through selection free for candidates.

That support includes interviews, coaching and advice around mobilisation, relocation and geographic transfers. A candidate should be able to explore an opportunity without paying for access to the selection process.

A regional title can conceal very different responsibilities from one organisation to another.

Establish the geography first. A role supporting several countries is not necessarily authorised to make the same decisions in each. Identify the actual relationship between local and regional teams.

A successful search needs an appointment that both sides understand.

Discuss the important conditions before the final offer. Responsibilities, reporting lines, location and an expected start should not arrive as surprises at the end of a process.