Why the Job Description Isn’t Enough — And Why Every Hire Needs a Proper Kick-Off

If you’re a hiring leader, you’ve likely felt the urgency to fill a role fast. And if you’re a recruiter, you’ve probably received a job description and been asked to “start sourcing” — without much else.

But here’s the truth: a job description is not a hiring strategy.

It’s a starting point — and a limited one at that.

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📄 The Problem with Job Descriptions

Most job descriptions are written for internal approvals, not for hiring. They’re often:

• Outdated or recycled from previous roles

• Focused on tasks, not outcomes

• Missing key context like team dynamics, leadership style, or strategic priorities

And yet, candidates are interviewing for the job as described in that document — not the full scope of what’s actually expected.

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🧠 Real-World Example

Let’s say the role involves implementing a new warehouse management system.But to do that, the new hire will also need to reconfigure the physical warehouse space, manage change across departments, and work with external vendors.

If that’s not discussed in the intake meeting, it won’t be in the job posting.If it’s not in the job posting, candidates won’t be prepared.And if recruiters don’t know, they’ll screen based on keywords — not capabilities.

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🤝 Why Hiring Leaders Hold the Key

Hiring managers are the only ones who truly understand the nuances and expectations of the role. They know what success looks like, what challenges exist, and what kind of person will thrive.

A proper kick-off meeting gives recruiters the insight they need to:

• Represent the role accurately

• Ask meaningful screening questions

• Spot red flags early

• Build trust with candidates

• Align the hiring process with business goals

  
  

Without this meeting, recruiters are flying blind — and hiring becomes reactive instead of strategic.

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✅ What a Kick-Off Meeting Should Cover

• Leadership hiring goals and KPIs

• Team structure and reporting lines

• Strategic priorities for the first 6–12 months

• Candidate profile beyond the resume

• Interview structure and scorecard criteria

• Inclusive recruitment strategy and DEI goals

  
  

This isn’t about adding more meetings — it’s about making the hiring process smarter, faster, and more aligned.

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⏳ Time Well Spent

• Spending 45 minutes upfront can save:

• Weeks of back-and-forth

• Dozens of irrelevant resumes

• Thousands in lost productivity

• Months of onboarding the wrong person

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At Integria Consulting, a leading executive search firm in Montreal, we help hiring leaders and recruiters align from day one. Whether you're hiring for a VP HR, COO, or plant manager executive search role, we make sure your recruitment process starts with clarity — and ends with the right leader.