Write a care vacancy brief people can act on

Start with the employer, service location, setting and role title. Explain the main duties and who the role reports to. Include the practical working environment without identifying the people receiving care.

A role title is not enough: two Support Worker posts can involve very different settings, routines and travel. Explain what a normal shift looks like and what support the new starter will receive.

For each requirement, explain why it is necessary for this role and what evidence would demonstrate it. Separate qualifications, experience and practical requirements from skills the employer can develop through induction.

Clarify driving and vehicle needs independently. Avoid copying old preferences into a new brief without checking their relevance. Where a requirement needs specialist review, resolve it before advertising or screening against it.

Record the permanent contract type, paid weekly hours, rota expectations, location and basic pay. Identify additional payments separately and state what has not yet been agreed. Do not publish attractive assumptions as benefits.

Give a realistic interview process, decision-maker and intended start window. Explain any dependencies on checks, references or induction capacity so candidates receive consistent information.

Prepare: role and setting; actual duties; contracted hours and shifts; pay; essential versus trainable criteria; travel; selection stages; intended start; and who can approve the hire.

Agree the recruitment scope and written commercial terms before introductions. A provider's public advert signals hiring activity; it does not by itself instruct OptiMatch to supply candidates. Update the brief whenever a material detail changes.