The Undercover Recruiter recently reported that improper hires can result in expenditures of $240,000. These are divided into hiring, salary, and retention expenses. Furthermore, according to CareerBuilder, almost three-quarters of businesses that made poor hiring reported losing an average of $14,900. 74% of employers claim they made the wrong hiring decision.
That said, businesses and the human resource departments can be under a lot of stress in 2022. Everything needs to be completed more quickly and effectively than before. Hirers are investing in learning how to refine their candidate profiles to become corporate matchmakers in such a competitive market quickly.
Making a candidate profile is one tool that could assist you in human resource management. Learn what a candidate profile is, how to develop one, and advice for producing strong candidate profiles in this article with TrustRecruit.
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What is a Candidate Profile?
A candidate profile meaning a written description of the ideal applicant for a position that is open in your business. A candidate profile resembles a job description. The candidate profile describes the ideal qualities the perfect employee would exhibit, just like the job description describes the specifics of the position and its criteria.
The Candidate Profile template is intended to highlight discrepancies between a candidate’s development and the criteria for a post. This will enable your business to determine development demands and, as necessary, offer unique growth chances.
Why is the Candidate Profile in Recruitment Important?
Think about these tremendous benefits of employing candidate profiles in recruitment procedure:
1. Makes job descriptions stronger
To identify the best applicants for your consideration, sources and human resources department use candidate profiles and job descriptions in tandem.
Writing a job description that details the education and experience required to do the job correctly is considerably more straightforward when you are clear on the kind of person you want in the role.
2. Enhances sourcing strategy
You can better plan your candidate sourcing if you are aware of characteristics about your prospective applicant, such as their degree of education and previous job experience.
Instead of searching through every possible recruitment channel to find someone with the right qualifications, the human resource department can concentrate on hiring channels that will yield applicants as described in your candidate profile.
3. Provides better results
In the end, developing a candidate profile in recruitment should result in a smoother hiring process and better workers. Your recruitment staff should be able to locate better caliber prospects by using a candidate profile, guaranteeing that you choose the best candidate for the job.
Please keep in mind that establishing an ideal candidate profile can be difficult, time-consuming, and fraught with danger if done incorrectly. With years of recruitment expertise, Trust Recruit provides a tailored approach that guarantees that only qualified applicants are shortlisted for the interview stage. Learn more about our services and process.
7 Steps To Build An Ideal Candidate Profile
It takes time and thought to create a candidate profile. Use the 7 following steps to create the perfect candidate profile for any available roles in your company:
1. Determine the main responsibilities
Finding out the primary responsibilities of the available position is the first step. Ask any present workers doing the same jobs about their regular obligations and occasional or as-needed tasks.
Consult the position’s manager or any other direct reports if there are no other employees in the function. To understand what additional responsibilities you might want to put in the role, you can also look at the job descriptions of your competitors.
2. Evaluate the business culture
The available position’s work responsibilities are only one aspect of the complete candidate profile. According to TeamStage, company culture is an important factor for 46% of job seekers. In addition to that, a culture that attracts high-caliber employees leads to a 33% revenue increase. With that being said, your business’s culture, mission, and vision should also be considered.
You want a candidate who gets along well with the present staff and uphold the company’s core principles. To determine what type of talents and characteristics might fit well, observe the interaction between current employees. Review your mission statement and values to assist you in deciding what qualities to seek in a candidate.
3. Analyze key staff performance
You might look to your existing top achievers to assist you in determining what an excellent applicant looks like for your company. Of course, the position you’re trying to replace could be in a different department with unrelated duties and responsibilities.
However, when developing your candidate profile and recruiting new candidates, you can still identify and seek out the attributes you like in your best employees.
4. Assess the essential competencies
Review the list of responsibilities and obligations you made in step one. You may use the following checklist to establish precisely which hard and soft skills the candidate needs to have to do a good job:
- Soft Skills – are generally correlated with social or emotional competencies and are regarded as non-technical talents, for example: Teamwork, Leadership, Time management, Decision making, etc.
- Hard Skills – are more technical and frequently closely associated with a particular profession or occupation. Those are skills that can be learned such as Coding, Designing, Content Creation, etc.
5. Set up your candidate profile
Write a persuasive paper that clearly defines your ideal applicant for the available position using the information you’ve gathered. This data can be arranged in whichever your hiring team thinks is perfect.
A visual chart that makes it simple to see the characteristics associated with each category, such as hard talents, soft skills, and job obligations, is preferred by some businesses. Others choose a job description complemented by a bulleted list of qualifications only. Work with your hiring team to design a document that benefits you and them.
6. Select the most effective sourcing channels
Determine which sourcing channels will provide the most qualified individuals. Popular networking and job search sites like LinkedIn, Glints, Indeed, and others have since dominated the job search and hiring landscape, but they still have limitations.
Recruitment companies could be more expensive than the platform or advertising charge for your job adverts. However, you can relax knowing that the various advantages outweigh the disadvantages of using them.
At Trust Recruit, we strive to provide the most time- and cost-saving HR and recruiting solutions specific to your industry. Get in touch with us today for deeper insights into your recruitment strategies.
7. Consult the candidate profile
Throughout the hiring process, refer to the candidate profile. One individual or a small team will utilize the profile throughout each stage of the prospect search process if your organization employs the full-cycle recruitment methodology.
Ensure each employee has access to the candidate profile and utilizes it to guide their hiring decisions if you have different staff members controlling each stage of the recruiting process.
Conclusion
A candidate profile can be a helpful resource for your hiring and recruitment efforts. Understand how to create an effective profile, and make sure that everyone involved in the recruiting process takes the time to consult the applicant profile for successful results.
Want more advice in maximizing your hiring process? Connect with one of our consultants today.