The quality of a shortlist depends on the quality of the brief. A clear manpower requirement lets your recruitment partner start sourcing immediately and reduces the number of unsuitable profiles you have to review.
What to include
| Item | Why it matters |
|---|---|
| Job title and duties | Titles mean different things in different countries. A short list of duties avoids mismatches. |
| Quantity per role | Determines how sourcing and interviews are planned. |
| Experience and qualifications | Separate must-haves from preferences, so good candidates are not filtered out unnecessarily. |
| Salary and benefits | Basic pay, allowances, accommodation, food, transport, leave and air tickets. Candidates decide on these. |
| Contract length and probation | Needed for the employment contract and, where applicable, emigration clearance. |
| Work location and conditions | Site, climate, shift pattern and working hours. |
| Selection process | Who interviews, whether a trade test is needed, and in what format. |
| Timeline | When you need people on site, and whether in one group or batches. |
Common mistakes
- Asking for "10 years' Gulf experience" when 3–5 years of comparable work would do.
- Leaving salary open — it slows everything down, because candidates will not commit.
- Not stating language requirements until the interview.
Our manpower request form covers each of these points.