1. What capability gap am I trying to close, and why now?

Is this hire a response to a specific challenge - or a proactive investment in future capability?

2. How does this role align with our agency’s strategic objectives or reform agenda?

Can I clearly link this position to a measurable government priority or program outcome?

3. What will success look like in 6 or 12 months?

What outcomes, deliverables or efficiencies will justify this investment?

4. Could this capability be sourced internally or through temporary reallocation?

Have I fully explored internal mobility or secondment options before going to market?

5. Is this a permanent need or a project-based requirement?

Will a contingent or contract engagement provide more flexibility and value?

6. How will this hire impact existing team dynamics and workflows?

Am I adding support, duplicating effort or inadvertently introducing friction?

7. Have I designed this role with the future in mind?

Think digital maturity, automation, or cross-skilling - does the role anticipate tomorrow’s needs?

8. Am I clear on the non-negotiables - skills, clearances, cultural fit, probity?

Do I know which candidate attributes are essential versus desirable?

9. Can I defend this hire as a productivity gain - not a cost increase?

Have I mapped out the return on investment or risk mitigation this hire enables?



10. Do I have the right recruitment partner to deliver this strategically - not just quickly?

Will my recruiter help me tell the business case story, not just fill a seat?