Operational hiring

Operational recruitment works best when the hiring manager can describe a normal working day and the situations that interrupt it. We use both to shape the position discussion.

Availability, location and working arrangements belong near the beginning of the process. Establishing those conditions avoids asking a candidate to invest time in a role that cannot fit.

The interview then focuses on judgement, reliability and the knowledge needed for the work. Clear notes make the final discussion more useful than relying on an overall impression.

A useful brief identifies the decision, the evidence needed to make it and the conditions that must fit. Our role is to keep those questions connected throughout the conversation.