A Candidate Profile is a representation of what your ideal candidate looks like. We call this your ICP. This is not skills, experience, or a list of competencies that HR typically looks for in a candidate. Those attributes are important, but they are not the keys to identifying your ICP. A Candidate Profile is the characteristics of your ideal candidate that will make them a perfect fit for your team. This will help to guide you to making the perfect hire.
Having strong ICP will help you:
A well-crafted Candidate Profile puts you in the shoes of the candidate. It is a crucial first step in understanding the candidate journey and creating a much better candidate experience. It will help you to understand what the perfect candidate is looking for in their job search, where to find them, and how to better engage them.
Although the process of creating a strong ICP can be time-consuming, it is a valuable exercise, and the ROI will prove to be extremely high. We recommend having an ICP for every role within your organization. However, a great place to start is by creating profiles for each category i.e., sales profile, operations profile, warehousing profile etc.
When it comes to creating a profile, we have identified three key steps:
The best way to start the process of building your ICP is to throw everything you currently know about your roles out the window. A true candidate profile needs to be built on real data, not gut feeling. That is why we recommend starting with research.
The perfect place to start with building your data is by talking to your existing employees. Begin with the actual department but be sure to talk to other departments to see what they feel are key factors to success in the roles they interact with on a daily basis. Here are a few data points to prioritize:
It is essential during this process to ensure that key stakeholders are on board or you could run into potential roadblocks down the line. Take the time to talk to key players like hiring managers, recruiters, and sources to see what they typically look for in a new hire. Get a feel for the way the team currently looks for new candidates. What are some of the best hires they have made and why are they so different? This important intel will give you a strong glimpse into where candidates can be found and what to look for.
Once you have gathered all your data, the next step is to analyze the data and look for trends. This is where your profile really starts to take shape.
The goal is to develop a list of qualities and characteristics that make up the ideal candidate for each of the positions you’re trying to fill. If you are struggling to do this effectively, consider asking yourself the following questions: