Sourcing cannot fix an unclear requirement. Before approaching candidates, the company should define the role, decision scope and relationship with headquarters.
1. Define the expected outcome
Describe what the person should have delivered after three and six months. This improves screening and reduces interpretation gaps.
2. Clarify governance
The employee must know who decides, who validates and how often reporting is expected. An unclear reporting line slows down even strong profiles.
3. Test the reality of the role
Compensation, travel, tools, working patterns and targets must be coherent. Sharing these elements early improves candidate quality.
4. Assess execution
Use a scenario close to the day-to-day role. It reveals method, judgement and prioritisation.
5. Prepare onboarding
Recruitment ends when the person becomes operational. Plan access, stakeholders, objectives and review points before the starting date.