The "Ideal Candidate Profile" and how to use it

The “Ideal Candidate Profile” and how to use it

What is an “Ideal Candidate Profile” (ICP)

Almost all companies use job descriptions as they start to hire. But, this is only half of the equation.

There are 2 types of Candidate Profiles - one you build as you develop the job description and the other is used during interviews to document each candidate.

We are focusing here on the profile you develop upfront - the “ICP”. It is a detailed description of what a winning candidate brings to the table, how you will recognize them, and how they fit with the job to be filled.

What are the major elements of a well-written ICP?

#1 Technical skills and capabilities

• This may be more tightly defined than the technical skills as shown in the job description

• Optional skills not included in the job description

#2 Experience and background

• Number of years experience, education, career history, previous companies

#3 Behaviors and approach to work

#4 Culture fit, values, team fit, passion

• Alignment to company culture, mission, environment

• Ability to handle stress, deliver in like environments

• Ability to work independently and within the team, and handle conflict

• Past environments and situations

#5 Flexibility, ability to learn, ability to take on new projects

#6 Decision making approach and capabilities

#7 Logistics information such as the ability to

• Be in the office, work from home, travel…

#8 Anything else important to be successful

📙 Report: “How to Create an Ideal Candidate Profile” Some very good examples in this article. Recommend downloading her detailed Guide & Template

By Natalie Morgan for CareerPlug

📙 Report: “How (and Why) to Build a Candidate Profile” - Indeed

How to Use Your ICP

#1 Share the written profile with the interview team and meet to review in detail

• Review areas of importance and flexibility

• Ensure team alignment

• Answer questions and gain alignment

#2 Develop an interview feedback form that mirrors the ICP for note taking and after-interview feedback

#3 Each interviewer should have 5 things with them for each interview

• Candidate’s resume, the job description, the ICP, ability to take notes, anything else specific to the interview

#4. Review ICD versus interview notes for each candidate after the interview

• Revisit areas with the candidate that were not fully covered or areas of concern versus the ICP

📙 Report: “5 steps to create an ideal candidate profile” by Alessia Musso for Homerun

Document Candidate Interviews

Well documented interviews will:

1. Ensure consistency across all candidates, interviewers, and over time

2. Provide the ability to programmatically modify interviews as you move forward

3. Allow you to review the results of all candidates as you make decisions

4. Provide a written history if needed in the future

How to:

1. Create an easy-to-use interview form (“Candidate Profile”) based on the “Ideal Candidate Profile”

2. Ensure each interviewer completes the form during or soon after the interview

3. Use completed forms during candidate review meetings

4. Bonus Tip: File all feedback forms in one location for future reference

📙 Report: “How to document interview feedback for your hiring team” - Workable

📙 Recommended Reading

📙 Report: “What is a Candidate Profile in Hiring” - Indeed

Parting Thought

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