- Define the job content and duties. …
- Consider company culture and vision. …
- Learn from your top performers. …
- Define key hard and soft skills. …
- Find ways to connect with candidates. …
- Bring your candidate profile to life. …
- Keep the candidate profile in mind throughout the recruitment process.
TRAFFIT Tutorial – Candidate Profile (Part 1)
Why is a candidate profile important?
Making critical decisions about the position before meeting candidates will streamline the hiring process for you. The following are the particular advantages that a candidate profile can provide:
What is a candidate profile?
A candidate profile is a thorough outline of a job opening at a company and the ideal applicant who should fill it. It may also outline the platforms and hiring practices the business will employ to find candidates. When used internally, a candidate profile can assist the hiring team in comprehending the position they are hiring for and ensuring that they are fair in their evaluation of candidates.
A candidate profile used for internal hiring differs from a candidate profile used by recruiters at staffing firms. A document describing a candidate who has applied for a job through the agency is known as a candidate profile at a recruiting firm. Sending their clients this document so they can use it in their hiring decision In contrast, a company creates a candidate profile for an internal hiring process before posting a job ad to help define the new position.
How to develop a candidate profile
These steps can assist you in creating a successful candidate profile with some departmental cooperation and careful thought:
1. Determine what the job is
Start by developing a solid internal understanding of the duties of the position. Use concrete language to describe the position’s ongoing responsibilities, regular expectations, and long-term objectives. Try to use specific quantities when possible. Include any positions that this new hire supervises as well as the position’s supervisor. It’s acceptable for the candidate profile to reiterate or repeat some of the information that you’ll include on the job ad because candidates won’t see it and the hiring team uses this document internally.
2. Determine hard and soft skills
Determine the candidate’s required hard and soft skills using your list of the job’s responsibilities. Include any knowledge required for the job, such as food safety or building codes. Only include qualities necessary to carry out job tasks in your list of soft skills; you can later add other desired characteristics under “Additional skills.” Next, order the skill lists according to importance, and make sure to describe technical prowess using any industry jargon.
3. Compare successful employees
Consider the other workers who have succeeded in this role or on this team. Gather their most noteworthy accomplishments and characteristics, and decide whether you want the new hire to have a mindset that is similar to or different from theirs in order to broaden the team’s perspective. You might also think about including characteristics that have led to the success of employees in other company departments.
4. Incorporate company priorities
Think about how this position fits into the larger mission and goals of the company. For a new initiative, you might try to introduce particular viewpoints to the business. If your business is trying to build a solid reputation in a new industry, you might choose to hire a more seasoned individual who can bring years of industry expertise. Consider how the company’s mission is integrated into daily operations and whether you anticipate a candidate to fully support all aspects of that mission or just share the same core principles.
5. Draft the full candidate profile
Create a profile of the ideal candidate using the data you have gathered. Make a list of all the characteristics that a candidate must possess in order to be successful in the position to begin with, such as the capacity for teamwork and a strong commitment to workplace safety. Then take into account a list of characteristics that would rule out a candidate for the position, such as prior convictions for corporate crime. This list could be expanded by including desired qualities and extra competencies that are not strictly necessary but may be beneficial to the applicant’s success in the position.
6. Connect with ideal candidates
Use this information to choose how to contact potential candidates as you finish developing your concept of the ideal candidate. If you think a bright graduate would be the best choice for the position, think about local schools you could reach out to. Find ways to connect with that industry through online groups and professional organizations if your position is highly technical.
7. Write the job description
Use your documentation to write a detailed job description. Make sure the completed job description prioritizes your most crucial skills and traits by being clear on the role and expectations. The best way to convey to potential candidates your company’s values and your expectations for the position is in the job description. It should serve as both a job advertisement and a reference for the applicant as they interview and weigh their employment options. Before publishing the job description, make one last review to ensure that it is error-free.
8. Apply the candidate profile to candidates
Utilize your profile as you interview and consider candidates to determine who might be the best fit for your company. In light of the fact that you have outlined the ideal qualifications, try to evaluate candidates using those particular characteristics. You can stay on topic with your interviews and hiring discussions by having written priorities.
How do you identify candidates?
- 1 – Understand the role in depth. …
- 2 – Evaluate your organization’s cultural fit and ethos. …
- 3 – Observe your existing top employees. …
- 4 – List your hard and soft skills. …
- 5 – Know your candidate demographic. …
- 6 – Write your candidate profile.
What means ideal candidate?
- Find out what they know about your company.
- Read their body language.
- Ask them about their past mistakes.
- Find out if they are team players.
- Have them solve a problem.
- Find out if they are resourceful.
- Find out if they have a growth mindset.
- Listen to the questions they ask.
What does candidate mean on a resume?
The ideal candidate is one who not only meets all the requirements for the position but also fits well with the organization’s culture.