Are you a modern recruiter? One of the most important characteristics and skills of a modern recruiter is to be able easily define their ideal candidate, a.k.a. candidate persona. Defining your candidate persona is the very first stage of a successful recruiting and hiring strategy. It has proven to make hiring easier and improve talent acquisition efforts. That being said, in the modern world of HR, hiring and recruiting does not start before the ideal candidate is identified.
Hot to create a candidate persona?
Watch the video to find out! :)
What is a candidate persona?
A candidate persona is a semi-fictional representation of your ideal candidate. This persona is formed by defining the characteristics, skills, and traits that make up your perfect hire. Creating personas help guide and make your hiring process easier.
Let’s name this unisex person J. Doe so it is easier to follow. J. Doe is the person who is the candidate persona for your open position and has all the right skills and traits. Maybe you already had J. Doe and now he/she’s gone. How to fill that position and avoid the pitfalls?
Identifying talent that is the best fit for your organization is not a choice anymore, it’s a must!
Why was a candidate persona created?
It all started with marketing buyer personas. It tells you what prospective customers are thinking and doing as they weigh their options to address a problem that your company resolves.
Much more than a one-dimensional profile of the people you need to influence, or a map of their journey, actionable buyer personas reveal insights about your buyers’ decisions — the specific attitudes, concerns and criteria that drive prospective customers to choose you, your competitor or the status quo.
This converted to the talent acquisition and – voila – you have a candidate persona. To really meet the right J. Doe, you have to go through a few steps – the great 4 Ws. Before we start unveiling the questions and going deeper into the personality of J. Doe, you must understand and do one simple thing – leave out your assumptions. Now let’s get back to J. Doe. First of all, giving a name, J. Doe, gives your ideal candidate life and it makes it easier for you to follow in the footsteps.
Creating candidate persona
Now you need to get into it. The best way to learn more about J. Doe is to talk to your own employees, current and past, to find out what exactly they like or dislike about your company. This way you need to evaluate how good is your employer brand actually.
Once you get all the info from them, the next step is to talk to your executives to check out their perspective, how they see the company’s brand and employees. Then you need to compare the answers and this will give you some of the J. Doe’s real shapes.
Next thing is to check out social networks such as LinkedIn and see what stands out in the people’s resumes, considering the open position you are looking for. You should be able to understand job descriptions for each job role to know exactly what is required. This will give you insights into what people consider relevant, the way they see things. Also going through your already applied candidates can help you shape the J. Doe a little bit more.
Now let’s get back to the great 4 Ws. With the information you gathered, you need to answer the questions: Who, What, Where and Why (not).
You need to separate what is the most important and simply set up questions, which will give you J. Doe’s profile. Start first with current facts (current position, academic background, experience, etc.) then move to what fits your company (personality, habits, core values, etc.) and then look for inputs and interests (motivation, skill sets, hobbies, etc.). Finally, answer one simple question: Why would J. Doe (not) work for me?
Let’s wrap it up
The candidate persona serves as a test for you as an employer if you want to hire the best candidate for yourself. This is very important because what works for somebody else, doesn’t mean it will work for you. To put it differently, if J. Doe has the greatest CV and recommendations, it still might be bad for you.
The candidate persona can also test if you as an employer can find the best candidate for yourself. This should be kept in mind as what works for somebody else, doesn’t necessarily mean that it will work for you. Take CV and references for an example, though they might be great, it still doesn’t mean that this person will be right for you.
Utilize online sourcing and reach some of the best passive talent on the market! If you want to learn more, make sure to book a quick call with one of our product specialists!
Recruitment is the lifeblood of any organization. Finding the right talent can be a game-changer for your business, but it's not always easy. The hiring process...
In today's highly competitive job market, attracting and retaining top talent is a struggle for companies of all sizes. However, for startups, the challenge...
In today's competitive job market, finding and attracting great candidates is more challenging than ever. And with so many factors to consider, from experience...
Are you a recruiter who's feeling overwhelmed with job requisitions? You're not alone! Job requisitions can be a real headache for recruiters, especially...
As the world becomes increasingly digitized, the use of chatbots in recruiting has become a popular trend. These automated tools can help streamline the recruiting...
Imagine working in tourism, and you start posting ads for seasonal jobs a month before the beginning of the season? We all know it will be a disaster. Because we...
In the past two years, there has been a lot of talk about whether we will ever entirely return to the office or if the work dynamic has changed forever due to the...
Though incredibly beneficial for the company's recruitment practices and even the sales and closing capability, Alumni Programs are still the most underrated...
In a crowded labor market, various thought and HR leaders are promoting different golden tickets for selecting top talent. While some gravitate towards objectifying...
