Writing a Clear Employer Brief for a Trade Vacancy

Start with the daily reality of the role, not the company slogan. State whether the person will stay in one hall, rotate across sites, or spend most days at customer premises. Candidates self-select quickly when this is honest.

List must-have certificates separately from nice-to-have ones. Mixing them creates false filters. If a Schweißprüfung can be completed after hire, say so; you will not lose strong people who only need that final stamp.

Describe supervision. Some vacancies need someone who can plan a small crew; others need a reliable pair of hands under a Meister. Ambiguity here causes mismatched interviews.

Close with practical logistics: earliest start, probation expectations, and whether a trial day includes paid hours. Clear briefs shorten outreach cycles and reduce no-shows.

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