Most hiring processes start with a job description or a sense of urgency around filling a role. But some hiring authorities often skip a critical step.

Before engaging a recruiter, outlining responsibilities, or beginning interviews, every hiring authority should ask: If roles were reversed and I were the candidate, what would I need to know to seriously consider this opportunity? It's a straightforward question, but one that isn't always answered upfront. And when it isn't, gaps tend to show up later in the process through misalignment, prolonged searches, or missed hires.

We spoke with several of our consultants about where searches tend to break down and how the outcome can change when this question is addressed early. Here's what they shared.

Why Job Descriptions Can Fall Short in a Competitive Market

As Justin Wilkins (Executive Vice President – Renewable & Sustainable Infrastructure) puts it: "A job description is X's and O's — the fundamentals. It outlines responsibilities and reporting structure. It tells candidates what the company needs but not necessarily why the role is worth considering."

Top candidates are evaluating more than a job. They're looking at how a move fits into their long-term trajectory — where they'll have impact, how they'll grow, and what sets this role apart from their current position. That disconnect between the written job description and what candidates actually evaluate in a role becomes even more significant in today's market.

In many industries, there is a real scarcity of A+ talent. The individuals that companies want to hire are often not actively looking, and when they do engage, they typically have multiple options. As Justin notes, "The individuals that are truly market movers often have numerous companies vying for their interest. And A+ candidates know their value." This puts pressure on hiring authorities to define and communicate what makes the role worth considering.

Max Gunther (Associate – General Construction) often observes: "Too many searches start with a title, not clarity around scope, authority, compensation, and how success will be measured in the first 12–24 months." Without that alignment, it becomes difficult to present a compelling opportunity, no matter how strong the company is.

How Lack of Clarity Can Impact the Search

When hiring authorities take the time to consider the role from the candidate's perspective, issues often surface that were not obvious from the start:

• Misalignment between scope and compensation
• Unclear expectations for success
• Gaps in the role structure
• Internal dynamics that haven't been fully considered

It also forces a more honest evaluation of potential obstacles, something candidates will identify quickly on their own. Broc Fountain (Vice President – Heavy Civil) puts it simply: "Are our expectations realistic?" It's a basic question, but when a hiring authority can answer it honestly, it can significantly change how a search is positioned.

In addition, many offer-stage challenges can be traced back to a lack of early preparation. Jay Dubac (Market Leader – General Construction) explains: "We've outlined what a candidate needs in order to make a move. The offer comes in, and it's not aligned. At that point, it's hard to recover."

Candidates already in strong roles need a clear reason to make a change. If that case hasn't been built internally at the outset, it's unlikely to come together at the offer stage.

Defining the Role Determines the Outcome

Most candidates approach new opportunities with a clear set of expectations. They ask direct questions and pay close attention to what isn't fully defined.

Taking the time to answer that one question, "If roles were reversed and I were the candidate, what would I need to know to seriously consider this opportunity?" helps ensure the position is fully thought through before it goes to market. And in today's hiring environment, that level of clarity often determines whether a company secures the right hire or possibly loses them to the competition.