A candidate profile keeps the hiring process objective by defining the perfect candidate. It also helps you establish consistently measurable criteria. The candidate profile isn’t just there to help create a job description, though. Everything from the messaging in the job ad to the specific questions in the interview process should be informed by that unique candidate profile.
Poor, biased hiring selections due to vague ‘intuition’ and face-value likeability are an unimaginable waste of time and money. All other efforts are in vain when a company suffers from subpar job performance and high turnover. The solution is relying on objective assessments, sound logic, and reasoning to reliably find and appoint genuinely distinguished, suitable people.
In sales, the competition to find and win over the most skillful sellers is as consequential a priority as any. The revenue-producing power of the most capable salespeople can fuel entire sales forces and companies to the next level. To locate, engage, and hire more of those hard-to-find game-changers, hiring managers and recruiters must be keenly perceptive and compete with other potential employers for top candidates’ attention.
