People create profiles for all sorts of things these days, like for dating websites or social media pages. A profile is simply a collection of information that can tell you a lot about an individual. For instance, if you want to get to know an acquaintance better, you might peruse their Facebook profile because it contains lots of information about that person.
Imagine if you had a profile for your ideal new hire candidate—something you could reference to determine if an individual is a good fit for the organization. It’s more than a resume, which only shows how good someone is at getting hired. Instead, an ideal candidate profile allows you to hone your interviews and discover quality talent that might not be apparent on paper. Think of the profile more as blinders to help ignore flashy resumes and keep you focused on the qualities that really matter. Sound too good to be true? Well, it’s actually something workplaces across the country are already using.
What Is an Ideal Candidate Profile?
An ideal candidate profile is exactly what it sounds like. It goes further than a job posting or resume requirements—focusing instead on the person’s ability to do the job, not simply get hired for it. You brainstorm all the qualities or characteristics that would make an individual fit perfectly into a role, then condense those qualities into a few bullet points. For instance, your profile might include: cares about our mission, coaches team members and respects customers.
Once you have a profile, you can use it when interviewing candidates. In the profile example above, you might suss out the first characteristic by talking about your company’s charitable mission and then asking the candidate to share their thoughts on the subject. The idea is to ask questions that allow the candidate to show you their true character. The profile is there to make sure you know exactly what characteristics you should be looking out for.
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