In critical industries like aerospace, defence, and space, you cannot afford to lose the best candidate because the role was not clearly communicated. In most cases, that loss happens long before the interview stage. It begins with a job brief that fails to reflect the true scope and importance of the position. At Meritus, we work exclusively within secure and regulated sectors. We partner with organisations that are solving complex engineering challenges and delivering high-stakes national and international projects. From embedded systems engineers to mission-critical programme leads, we know how vital it is to get the hire right. And we know how often unclear briefs slow down or even derail the process. If you are hiring for a replacement, expansion, or newly created role, the job brief is your foundation. Done well, it improves candidate quality, speeds up time to shortlist, and builds internal alignment. In this blog, we will show you how to create a strong, outcome-driven job brief that positions your organisation as a serious employer and attracts the calibre of talent required in this space. We will walk you through five areas to focus on: Start with business impact Prioritise outcomes over tasks Align internally before you go to market Clarify non-negotiables Benchmark against market reality Let’s take a closer look. Start with Business Impact Rather than beginning with a list of duties, start by setting the strategic context. Ask yourself: What programme, client, or regulatory milestone does this role support? What does success look like in the first 6 to 12 months? Where does this role sit in your operational or programme structure? This is especially important in defence and aerospace, where roles are often linked to long-term project cycles or mission timelines. When external recruiters understand the "why" behind the role, they can attract professionals who are aligned with that mission. Prioritise Outcomes Over Tasks In highly regulated or technical roles, it is tempting to list everything the candidate will do. But strong briefs focus on what the person will deliver. For example: "Maintain avionics systems" is functional, but vague. "Lead a full avionics upgrade across five platforms to meet MOD compliance ahead of Q4 testing" is clearer and offers measurable impact. Candidates at this level expect clarity. They want to know where they will make a difference and how their work supports the wider mission.

The UK nuclear industry stands at a turning point. With major projects like Hinkley Point C and Sizewell C underway and billions in government investment, the sector is poised for transformative growth and demand for skilled nuclear professionals is surging. The UK’s nuclear workforce has already grown by 35% since 2021, now employing around 87,000 people , yet a growing talent shortfall threatens to stall momentum. According to the ECITB, the sector will require a 30% increase in skilled roles over the next five years. But more than 90% of employers are already struggling to recruit for critical roles including project controls, safety technicians, planners, and mechanical and electrical engineers. Without a coordinated response, the UK’s goal of reaching 24GW nuclear capacity by 2050 (and creating 40,000 new jobs ) could be out of reach.

Modest growth in job postings, despite dip in active vacancies

Will spending power define the recruitment cycle?

Job security can be unpredictable, so it’s crucial to have a plan in place that allows you to navigate such a turbulent transition.