Updated 16 September 2026
A clear brief helps everyone understand the work and compare candidates consistently. You do not need every detail ready before getting in touch. The role, location and number of people you need are enough to start.
For a more detailed brief, use the meat-processing assessment checklist or the Singapore nursing employer checklist.
1. Describe the vacancy
Write down the destination, job title, worksite and headcount. Explain the daily work, tools and equipment, and the skills needed on the first day. Include any training you can provide during induction.
Use the role guides for diesel mechanics, mechanical fitters and boilermakers for more detail. For meat processing, describe the species, products, processing activities and any halal requirements. For nursing, include the care setting, clinical experience, registration and language requirements.
2. Review relevant experience
Decide how you will assess a candidate’s fit: work history, references, qualifications, a technical interview or a practical test. Focus on experience with equipment and tasks comparable to your vacancy.
Agree who will check each requirement and what a satisfactory result looks like. Ask candidates about their own contribution to recent work. Obtain consent and use an agreed secure method when sharing personal documents.
3. Agree recruitment responsibilities
Clarify who handles sourcing, screening, interviews, hiring decisions and candidate communication. For recruitment partnerships, include client relationships and how candidates will be introduced.
Identify professional registration, skills assessments and permission-to-work requirements for the destination. Arrange qualified advice where needed. For Australian trade roles, Trades Recognition Australia explains its skills assessment programs. For Australian meat processing, discuss your employer arrangements with your adviser and refer to the Home Affairs Meat Industry Labour Agreement template.
For nursing, review the employer’s role in Singapore or the applicable registration route in Hong Kong. Agree who will check qualifications, current registration and clinical experience.
4. Explain the workplace
Share the pay range, roster, overtime expectations, supervision and worksite conditions. Describe induction and training, plus any transport or accommodation arrangements. This gives candidates a clearer picture of the role and relocation.
Identify who will answer questions during recruitment and who will support the new employee at the workplace.
5. Discuss terms and timing
Before an engagement, agree a written scope covering recruitment work, fees, payment stages, communication and any ongoing support. Ask about replacement terms if these are important to your business.
Share your preferred start date. Candidate availability, interviews, assessments and visa processing can affect the schedule, so discuss these when planning recruitment.
6. Send your first brief
- Company, contact person, destination and worksite.
- Roles, headcount and daily duties.
- Essential experience, equipment and qualifications.
- Pay range, roster and working conditions.
- Preferred timing.
- Professional registration and employment arrangements, if known.
- Questions for Pansomal or your advisers.
Download the brief, complete the parts you know and email it to Pansomal. We can discuss the remaining details together.