Candidate portrait
Posted: Tue Jan 21, 2025 3:23 am
Creating a candidate portrait allows you to choose the most effective recruitment channels, as well as conduct selection and assessment based on target characteristics. This ultimately leads to hiring candidates that meet the company's requirements with minimal search costs.
The process of creating a candidate portrait consists of three main steps:
Information gathering: sources should be varied, such as statistics, resumes and examples of other specialists, as well as surveys of employees in similar or related positions.
Defining target characteristics: Don't physician database limit yourself to general cliches such as sociability or determination, write out the required criteria in detail in accessible language.
Modeling: Gather data by imagining your ideal candidate as a real person. Be realistic by allowing for negative qualities that you are willing to live with.
It is important to note that when forming a portrait and evaluating candidates, special attention should be paid to such skills as creativity, friendliness, and the ability to establish contacts, which are often difficult to develop, in contrast to professional skills that can be acquired through training and work experience.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Techniques to Improve Your Recruitment Funnel
Experienced recruiters use various methods to improve the work of recruitment funnels and correct errors. Among the most popular are Kanban and Agile.
Kanban
This method is aimed at improving business processes by visualizing them. In the case of the recruitment funnel, the Kanban tool is represented by tables and charts that illustrate the work process at each stage of the funnel:
tasks awaiting execution;
tasks in progress;
completed tasks.
The advantage of this approach is the ability to analyze the situation in real time. For example, each stage of the funnel can be improved using the three main elements of Kanban and control the progress of tasks and compliance with deadlines.
Kanban for recruitment
Source: shutterstock.com
It should be noted that this system may be inconvenient and ineffective for the entire recruitment funnel process. For maximum effect, it is recommended to use it as part of the funnel.
For example, a Kanban board at the interview stage will allow you to track the number of planned and ongoing interviews, as well as identify possible delays in the process.
Agile Methodology
It is a flexible system of adaptive methods that prioritizes people and their interactions over other tools and processes. Recruiters have adopted the term from IT professionals, bringing flexibility and changeability to their work, allowing them to communicate and adapt to circumstances, rather than strictly following an initial plan.
This system is a continuous dialogue between the participants of the process, allowing for immediate feedback and quick elimination of unsuitable candidates for a specific project. For example, a future manager can evaluate the results of successful tests and eliminate unsuitable candidates at this stage.
The result is a win-win: the process is more flexible, those involved are better informed, and time is not wasted on unsuitable candidates.
The process of creating a candidate portrait consists of three main steps:
Information gathering: sources should be varied, such as statistics, resumes and examples of other specialists, as well as surveys of employees in similar or related positions.
Defining target characteristics: Don't physician database limit yourself to general cliches such as sociability or determination, write out the required criteria in detail in accessible language.
Modeling: Gather data by imagining your ideal candidate as a real person. Be realistic by allowing for negative qualities that you are willing to live with.
It is important to note that when forming a portrait and evaluating candidates, special attention should be paid to such skills as creativity, friendliness, and the ability to establish contacts, which are often difficult to develop, in contrast to professional skills that can be acquired through training and work experience.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
Techniques to Improve Your Recruitment Funnel
Experienced recruiters use various methods to improve the work of recruitment funnels and correct errors. Among the most popular are Kanban and Agile.
Kanban
This method is aimed at improving business processes by visualizing them. In the case of the recruitment funnel, the Kanban tool is represented by tables and charts that illustrate the work process at each stage of the funnel:
tasks awaiting execution;
tasks in progress;
completed tasks.
The advantage of this approach is the ability to analyze the situation in real time. For example, each stage of the funnel can be improved using the three main elements of Kanban and control the progress of tasks and compliance with deadlines.
Kanban for recruitment
Source: shutterstock.com
It should be noted that this system may be inconvenient and ineffective for the entire recruitment funnel process. For maximum effect, it is recommended to use it as part of the funnel.
For example, a Kanban board at the interview stage will allow you to track the number of planned and ongoing interviews, as well as identify possible delays in the process.
Agile Methodology
It is a flexible system of adaptive methods that prioritizes people and their interactions over other tools and processes. Recruiters have adopted the term from IT professionals, bringing flexibility and changeability to their work, allowing them to communicate and adapt to circumstances, rather than strictly following an initial plan.
This system is a continuous dialogue between the participants of the process, allowing for immediate feedback and quick elimination of unsuitable candidates for a specific project. For example, a future manager can evaluate the results of successful tests and eliminate unsuitable candidates at this stage.
The result is a win-win: the process is more flexible, those involved are better informed, and time is not wasted on unsuitable candidates.