What is it that you exactly do here?
The dreaded words from Office Space also describe developing job profiles pretty well. What does someone do in his or her job? Does an assistant, assist? Does an engineer, engineer? Well, yea, probably. But those explanations don’t describe much and certainly won’t help you hire a decent assistant or engineer.
Before you start sourcing, you need to develop a profile of your ideal candidate. After all, if you don’t know what you’re looking for, you’ll never find it.
So how do you decide who and what you need?
Sourcing Applicants That Fit the Mold
Try to find an example of your “ideal candidate profile” from the employees around you. (Nobody there? Well you came to the right place) But if someone does light the office like a glow stick at a rave party, pick apart the characteristics that make this person so desirable.
Is that person:
- Reliably productive/ Sporadically brilliant
What work will be performed:
- Requiring specific levels of education/experienced-based
Selecting traits can be easier than developing them from scratch. Plus, you humanize the descriptive qualities this way so they lack the “businessy-abstract” language thrown around vague job profiles.
Sourcing Applicants With the Right Skillsets
Web developers, copywriters, and all other professionals have skillsets. Settle on the particulars of the one you need. Shouldn’t a job profile reflect what a person actually does? Resumes can list skills and experiences all day, but they can’t assign values to them. What if they could?
Smarterer does that little bit of magic and it makes hiring a whole lot easier. But hold your horses, we’re still talking about finding the skills. Every profession entails different sets so settle on yours and stick to them.
- Excel wizardry
- Applying the Pythagorean Theorem to triangular bridge supports
If you need someone to do something well, make it a valued skill.
Sourcing Applicants that Fit Your Culture Club
Saying you need a “team player” sounds great until you realize most people on a team don’t care about anyone else’s stats. Don’t get caught in applying normal hiring logic. Will it even matter if this person performs well with others?
How often does Kobe pass the ball? Would you want him to? When you develop a job profile, look around you. Do you need a Kobe to score or a point guard to pass?
Decide if someone must play well with others or grind out hours looking at a screen alone.
You don’t have to work at Initech to develop a profile for the ideal candidate.
- The mold you’re making
- The skills you’re seeking
- The culture you’re fitting
Then, once you know whom you want, The Resumator will help you move to the next step: crafting the job description. You can’t just use cut & paste anymore or else you’ll just see cut & paste applicants.
I believe you have my stapler…