After you’ve set the foundation for the job, it’s time to build a
requirement profile to set a road map for the person you’re looking for.
Building a requirement profile is like creating an instruction manual to find
the best suitable candidate.
Imagine if all you did was go outside and announce to the world that you had a position to fill and you took the first person who volunteered to do the job. You give them a title, a desk at your office, and immediately after, you and this person both realize they’re not capable of doing the job.
Why? Because you didn’t set any criteria. No one knew what you were looking for.
This is why a requirement profile is so important for both you and the candidates. It lets you lay down what qualities and qualifications a person must have to do the job.
You want to find someone who is a perfect fit at your company and so, listing the skills and experience you want from a candidate will let you and the candidate know exactly what you’re looking for.
This will also help with writing a job ad because the requirement profile should contain information about what you are looking for in terms of experience, education, personality traits, salary expectations, and a preferred start date. It will also be the information you give to candidates (mainly through the advert).
Skills and knowledge requirements
The job you are hiring for often requires specific technical skills and knowledge that are unique to the position. Make sure to include this in your requirement profile (see template below) so that candidates are aware of what is needed to fill the position. While some skills can be learned, there are vital skills a candidate must already come with to do the job.
Years of work experience
When looking at work experience, look at the quality and the amount of time of work experience. While a candidate may state that they have 10 years of work experience, if you take a closer look, only 4 of those years may actually relate to the position they are applying for. It may also be the case that you want a candidate with a particular number of years working in a specific industry.
It is normal to require a college degree when filling a position. For instance, if you are looking for a Product Manager, you would require that the candidate has a business degree. It is also common that you may also include equivalent experience in lieu of a degree.
When accepting equivalent experience, it is entirely up to you as the employer to define what you’ll take in place of the degree. It may be that they have 5 years of work experience in a specific field.
You should also note whether the candidate must be licensed
or certified as a professional in order to perform the job.
Remember to be as specific as possible to - improve the
accuracy of the recruitment process, help applicants know if they should apply
to the job, and to reduce the number of applicants you receive. This is to
ensure quality over quantity within the pool of candidates.
There are many different models to approach how you set your criteria. A popular method that is used is the competency-based selection. This method allows you to not only focus on skills and experience but also on a candidate’s soft skills.
The competency-based selection is based off of a category of different skills, for example, leadership, intellectual, personal and social. Each of these categories hold different traits and you ask questions that relate to specific competencies necessary to be effective. With this method, you’re able to learn more about a candidate like whether they are compassionate and understanding. Sometimes it’s these soft skills that can make all the difference in how suitable an employee will be but can be difficult to know if they have just by looking at their resumé or CV alone.
Our sister company Instajobs uses a method that is inspired by the competency-based selection but is more objective in the process. Because they recruit for positions that can be anywhere from filling in for a receptionist to setting up tables for an event, they don’t find it necessary to ask for a candidate’s resume or cover letter during the process. Instead, they ask the same series of unbiased questions to see how reliable and proactive a candidate is. As long as they can prove that they are able and willing, they will most likely be hired. This process brings diversity to their hires in age, ethnicity, and gender and has helped many people get into the workforce who never got the chance.
By basing your selection on competencies, decisions
are formed on data rather than opinions. It’s up
to you to determine which method would work best in your hiring process.
Here’s a template to use to get started on your
- What is the background of this recruitment need?
- Which department/office will the new employee belong to? Is daily presence at this department/office necessary?
- Number of persons at the department and/or team?
- To whom will the employee report? How often?
- What tasks and responsibilities are most common in the position?
- Are there any targets/KPI’s?
- To what extent is the work cooperation based? What roles will this position cooperate with?
- How much travel is required? What is the purpose of travelling?
- What education is required for the position? What education is good to have, but not a requirement?
- What kind and level of experience is crucial for the position? What kind of experience is good to have, but not a requirement?
- What languages are required for the position? What level?
- Are there other special competencies required for the position? (E.g. certifications, specific systems/software skills)
- Describe the salary model for the position.
- When do you want the employee to start?
- How will the new employee be introduced to his/her new position? What kind of support should the new employee have to get a good start? Do you have an onboarding plan?
- What are the possibilities for internal training/competence development in the position?
- Discuss how the job should be advertised. Is extra advertisement needed? If so, what is the cost?
- Agree on a suitable recruitment process. What steps should be included (E.g. case, personality test, cognitive test, etc)?
1. Advert, search & screening: XX/XX-XX/XX
2. First interviews: XX/XX-XX/XX
3. Second interviews & case (if any): XX/XX-XX/XX
4. Tests (if any) XX/XX-XX/XX
5. Reference interviews: XX/XX-XX/XX
6. Decision: XX/XX
7. Feedback: XX/XX-XX/XX
8. Deadline for signing a candidate: XX/XX
Now that you’ve got your Requirement Profile done, you can start defining your screening questions.
Feature image by LinkedIn Sales Navigator