Talent & recruitment advisory

Start with the work that needs to be done

A vacancy is often the visible part of a larger question: what capability does the organisation need, and why now? Clarifying responsibilities, reporting relationships, and essential requirements helps hiring managers evaluate candidates consistently.

Irshad’s company profile covers sourcing, screening, qualification and reference verification, workforce planning, and Omanisation support. The exact activities depend on the role and the scope agreed with the organisation.

Define evidence before meeting candidates

Agree what a suitable candidate needs to demonstrate, then use the same core criteria throughout the process. Distinguish essential requirements from preferences that can be developed after joining. This makes discussions about a shortlist more specific and easier to document.

• Role responsibilities and required capabilities
• Relevant work examples and interview evidence
• Qualifications or references requiring verification
• Onboarding priorities and reporting expectations

Connect recruitment to workforce planning

CIPD describes workforce planning as aligning changing organisational needs with people strategy. Recruitment is one possible response to a capability gap; development and different ways of organising work may also deserve consideration.

Further reading: CIPD · Workforce planning

Prepare the hiring brief

Include the role purpose, reporting line, location, expected responsibilities, required qualifications, and intended timing. Identify which requirements are confirmed and which need discussion. Do not include unnecessary candidate personal data in an initial enquiry.

Omanisation and employment requirements should be checked against the current official requirements for the organisation and occupation. This page does not set a quota or replace advice on a specific regulatory obligation.

Frequently asked questions