Build Candidate Profiles Based on Data, Not Gut Feelings
A candidate persona or candidate profile is a semi-fictional representation of your ideal candidate formed by defining the characteristics, skills and traits that make up your perfect hire. While it might be relatively new for many talent acquisition teams that are in the process of implementing recruitment marketing strategies, buyer personas have long been used by sales and marketing teams with great success.
You might think you have a pretty good idea of the kind of candidate profiles that you’re looking for when it comes to building talent pipelines full of target individuals. But when you begin the process of developing candidate personas, your approach should be based on research rather than assumptions. Interview current employees, main stakeholders in the hiring process (e.g. hiring managers), as well as candidates, to start to build a profile of who you’re trying to talk to.
Take your time during the process and try to collect as much data as possible. You should ideally develop a candidate profile for each talent pool connected to a role you’re trying to fill. After all, the more specific you can get, the more likely it is that you’ll end up with qualified candidates.
– Keep track of the questions you’re using to define personas and answer them per pipeline or role with Avature Forms.
Tip: Avature forms can be attached to a pipeline record so they are always visible and can help your sourcers and recruiters!
The Evolution of the Modern Recruiter
Learn how the modern recruiter is developing a variety of new skills to thrive in a competitive recruitment landscape.
Key Questions to Ask When Creating a Candidate Persona
What is the key criteria for your candidate? Asking yourself this will help you hone in on the type of person you need to define. Education, years experience, hard skills and location are all rudimentary factors that can help you lay a base.
Industry Leaders in Action
78% Reduced headhunter costs
Infineon increased recruitment five-fold over a three-year period, as well as reducing external headhunter costs by 78 percent by using candidate personas to better focus hiring efforts.Find Out More