Candidate Profiling

Ria Jain

The search for the right candidate fit starts with defining your ideal candidate. A candidate profile can help you do just that. It is an important step in a structured hiring approach. It acts as a reference for the recruiter and is also a catalyst in forming role specifications/job description.
Let’s look at some of the aspects to consider whilst creating a candidate profile:

  1. Role or brand specific qualities
    List out the qualities you associate with the role or brand you’re hiring for. Every vacancy has a unique element to it; take the time to consider the qualities unique to the role you’re profiling for. For instance, while hiring for a customer service role – communication and charisma might supersede, whereas hiring a technical support candidate may lay emphasize on the relevant IT skills. You might want to establish key tasks for the vacancy to simplify the assessment of “must-have” qualities for
    the role.
  2. Company’s Culture and Brand Identity
    It has become vital for the candidate to assess if they’ll fit within an organization culture before accepting any job offer. So, it would benefit a company if it takes into consideration the culture of the workplace while developing an ideal candidate profile.
  3. Assess what (or who) works best
    Take cues from top performers of the company to ascertain success factors across varying roles. Understanding the traits possessed by employees who enjoy leadership positions in the company to establish the range of characteristics you want to emulate in future employees.
  4. The skill set
    List out different sets of soft skills and hard skills relevant for the vacancy you’re trying to fill. Pro tip – being detailed and in-depth about your requirements ensures clarity. Most managers can feel stuck especially if they are hiring for a vacancy outside of their expertise. Using a talent acquisition partner here can be helpful as they assist you with analysing and mapping out the requirements.
  5. Be informed about the Candidate Demographic
    The pool of candidates transcends geographical, cultural, and educational boundaries. Knowing and establishing what these boundaries look like for your company is imperative. For instance, while a big firm may be able to employ someone from a different part of the world; SMEs may prefer geographically close-knit pool of candidates to choose from. Knowing this and communicating the same in job descriptions helps save your time as you don’t have to screen through applications that don’t fit the criteria.