Field notes / For employers
The six-question hiring brief
A job title can hide a lot of different jobs. A CNC operator who loads parts is doing different work from a machinist who owns the setup. Get the details on one page before you ask someone to find the person.
1. What work needs to get done?
List the three responsibilities that will take most of the week. Name the equipment, materials and processes involved. Include the work environment and the essential duties.
2. What has to be there on day one?
Separate skills the person needs immediately from skills you can teach. If a certification is required, write down which one and why. Check that each requirement actually belongs to this job.
3. What can you offer?
Write down the pay range, shift, usual hours, overtime expectations, benefits and location. Describe the whole offer so a candidate can assess the fit.
4. Why is the seat open?
Growth, replacement and a new shift are different situations. Be candid about what made the role difficult to fill or keep filled before.
5. What does success look like?
Define what the person should be able to do at 30, 60 and 90 days. Specify who trains them and who decides they’re ready to work independently.
6. Who makes the decision?
Name the hiring decision-maker, interview steps and feedback owner. Reserve interview time before candidates are ready.
Role and location:
Core responsibilities:
Day-one must-haves:
Skills we can train:
Pay, shift and benefits:
Reason the seat is open:
First 90 days:
Interview owner and next step:
For a compensation starting point, consult Oregon Employment Department wage data. Match occupation, area and publication date; broad averages are not a quote for your specific job.