Employers Hub | How to build out a candidate profile

Recently, I talked about the four-step process we follow when given a recruitment assignment. This is the pillar to our success, and  I want to share with you the second step in the process, ‘Building out a Profile’ which follows on after taking a thorough job brief.

We’ve now laid the foundations with the job brief and given all the necessary feedback on market salary ranges, market insights and overall market expectations based on the initial discussions.

Now we understand the role and the company well enough, we can confidently build out a basic picture of who we believe would fit the role and what that person’s experience looks like (or doesn’t look like).

Some of the things we need to determine are:

  1.  What level of experience suits this role?
  2. Are we looking for a hunter, a farmer or someone in the middle?
  3. What type of sales role(s) has the ideal candidate had to make their experience levels right but also mean that they are motivated to make the move?
  4. Is experience within a specific vertical or industry necessary?
  5. Will a tertiary qualification be irrelevant or potentially be a good guide towards the right person?
  6. What deal sizes should the person be used to selling?
  7. Is there career progression and, if so, do we need someone that specifically wants more responsibility in the future or not?

Once we’ve painted the picture of the right person, we are halfway there and need to start thinking about WHY candidate X might be motivated to move from company Y to your organisation. That comes in step three but is also possible once we complete step two.

The art of hiring great people in 2022 will come down to careful planning, deep market knowledge, great marketing and constant, transparent communication.

As always, Pulse is ready to help build your team and partner with you on that journey, so please reach out if you’d like to know more.

 

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