The brief changed. Why hasn’t the recruitment plan?

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“Could we also make sure they’ve played this other title?”

It can sound like a small addition. But if it becomes mandatory, it changes who qualifies.

The recruitment plan needs to reflect that change, even when the number of participants and the fieldwork dates stay the same.

Establish what has changed

A preference is different from an eligibility requirement. An additional profiling question is different from a new quota.

Before changing the screener, agree what the client will do with the answer.

If an otherwise suitable player would now be excluded, the eligible audience has changed. That deserves a feasibility review, rather than an assumption that recruitment can continue as before.

Revisit the applicants already assessed

Some people may have passed screening or validation against the original brief. Others may already be booked.

Decide how the revised requirement applies to each group. Check whether the necessary information is already available before asking applicants to repeat steps.

If a confirmed booking is affected, agree who will explain the change and how any existing participant commitment will be handled.

A change made by the research team should not be presented as something the applicant got wrong.

Review time, sourcing and cost

The recruiter should explain the likely implications and recommend a route forward.

That might mean changing the sourcing approach, allowing more time, adjusting quotas or keeping the new characteristic as a preference.

An easier change may need little additional work. A substantial one may require a revised scope and price. Assess it before promising the original delivery date.

Give everyone the same version

Record the agreed change, when it takes effect and who has approved it. Update the screener, validation guidance and booking information where relevant.

Otherwise, different team members can end up recruiting against different briefs.

Changing a study is sometimes necessary. The important thing is to make the recruitment consequences explicit.

If your requirements are evolving, involve Gromotion early so we can reassess the audience and delivery plan with you.