# The hiring alignment workbook
An original HR Roulette Solutions resource

Use this workbook to turn a vacancy into a shared definition of success. It is a practical discussion tool, not legal or employment advice.

## 1. Start with the situation
- Why does this role exist now?
- What work is not happening, or needs to change?
- What will become possible if the appointment succeeds?
- Who is affected by this decision?

## 2. Define three outcomes
Write what the person needs to accomplish, not a list of tasks.

| Outcome | Time horizon | Evidence of progress | Support needed |
| --- | --- | --- | --- |
| 1 | | | |
| 2 | | | |
| 3 | | | |

## 3. Separate essential capabilities from preferences
For each requirement, ask: does the work require this on day one? Could someone learn it with the right support? Is a familiar qualification or previous job title being used as a proxy for a capability?

| Capability | Essential now or learnable? | Why it matters | Relevant evidence |
| --- | --- | --- | --- |
| | | | |

## 4. Design the assessment
Agree what each conversation or work sample will explore. Avoid repeated broad interviews. Keep work samples proportionate and explain the criteria in advance.

| Capability | Question or task | Assessment owner | Strong evidence would look like |
| --- | --- | --- | --- |
| | | | |

## 5. Make the decision process clear
- Who owns the final decision?
- Who needs to contribute evidence?
- When will feedback be recorded?
- How will differing views be discussed?
- Who will communicate the next step to candidates?
- How can candidates request an adjustment?

## 6. Review and carry it forward
After initial interviews, review whether the brief remains useful. Record any changes and apply revised criteria consistently. Once someone joins, connect the agreed outcomes to onboarding and early feedback.

Workshop suggestion: 45 minutes with the hiring manager, recruiter, and a close collaborator. Leave with a one-page brief, named assessment owners, and a review date.