What is a potential candidate?
A potential candidate is an employee that the employer wants to recruit through the match with a job description that the employer has created, ensuring that the requirements are met for the position being recruited. use. This is the ideal person for the position to be filled and is also the criterion for evaluating resumes. These factors include:
- Basic demographic information: age, education level, area where you live, etc.
- Psychology of the candidate: personality, goals, career orientation, anxiety in job search...
- The candidate's resources: knowledge, skills, experience, etc.
- Behaviors and trends to approach work: channels to approach businesses, search content, time to find out information about companies...
The potential candidate portrait is an overview picture of the employee that the employer has painted. They are the people who meet the job criteria and skills that the employer requires.
Why build potential candidate portraits?
1. Save on recruitment costs
Having a portrait of a potential candidate will help employers identify the candidate audience they need to target. Then screen and get access to high-quality candidate files. This will help employers as well as businesses save a lot of time and costs for recruitment plans, limiting the situation of hiring the wrong person.
2. Improve candidate quality
Potential candidate portraits are the basis for building recruitment content. The job description as well as the content of the interview, the set of interview questions, etc. can completely be built based on the potential candidate portrait sample that the employer has drawn.
This can also act as a rational assessment, helping businesses increase fairness. Thereby, avoiding emotional decisions, improving employee satisfaction as well as the quality of candidates.
3. Find the right candidate for the organization
Building a sample of potential candidate portraits will help companies preliminarily evaluate the resumes that candidates send to employers. From there, the human resources team will remove applications that do not meet the requirements of the position being recruited.
This saves a lot of recruitment time, businesses can filter out candidates who meet many of the stated requirements and schedule an interview with them. This also improves your chances of finding the right candidate for your business.
4. Improve the effectiveness of recruitment communication
The age of technology is developing more and more strongly. Media recruitment is becoming more and more popular. The recruitment department can completely post job vacancies on social networking sites such as Facebook, Youtube, etc. Even run their own job advertisements.
When you draw a portrait of a potential candidate, it will help a lot for recruitment communication. This will help the recruitment department filter out the right candidate file for the business based on age, location, experience, etc., helping to maximize the budget for recruitment communication. Thereby, improving the effectiveness of recruitment communication.
Signs to identify potential candidates
1. In line with corporate culture
Through the interview process HR can determine if the candidate is a good fit for the corporate culture. This is a very important factor that determines whether a candidate can stay with the organization for a long time or not. Assessment is based on: communication culture, behavior, personality, working style, management style, etc.
If the employer does not feel the same way from the beginning, it is likely that the candidate will have a hard time integrating, adapting and not suitable for the company. And vice versa, candidates with high adaptability and agility will quickly adapt to the company's culture and this will also be a remarkable factor in the company's human resources team in the future.
2. Suitable for the job position
Everyone wants to hire the perfect candidate for the job. But no one is perfect. A good recruiter is one who sees the potential of a candidate. Identify who has good experience, who can be trained, where their learning ability is, who can develop and contribute to the business in the future. So evaluate candidates flexibly and everything should be relative.
3. Candidates who bring innovation to the business
One of the things that employers should keep in mind is that candidates have a new and innovative mindset. This could very well be a new wind source for business development. They will constantly create, explore, think, and optimize their daily work to bring the best benefits to themselves and the company.
Thereby, giving new development directions, improving old working methods that are not suitable for the current times that businesses are using.
Factors that make up a potential candidate
1. Surface element
These are the parts of the job description that are made public to each candidate in advance. The requirements usually include: age, gender, qualifications, experience, skills, specific experience, basic attitude, etc.
These will help candidates have the most overview to assess whether they are suitable for the position they are applying for and decide to submit their application.
2. Subsidence factor
This section is for requirements that businesses cannot disclose because of sensitivity or company security. It is very broad and varies by company and management. But in general, the sink will usually be divided into 2 parts:
Factors that can be exploited through CV: Are things that can be learned through CV (working history, study history, career goals, ...) or assessed without interview.
Factors that can be exploited when interviewing: Are information about personality, attitude, style, ... These are factors for employers to assess whether a candidate is suitable for the working environment at the company or not. This is very important in the process of working and retaining employees.
3. Candidate's expectations
Recruitment doesn't need to find the best people, it just needs to find the most suitable people. Employers have requirements for candidates, so do they. They are interested in: remuneration, working environment, facilities for working, possibility of promotion, etc.
When an agreement is reached that meets the needs of both parties, that's when the enterprise finds the right person for that job position.
How to build a portrait of potential candidates through each interview round
Round 1: Screening candidates through CV
This is the first step to selecting the right candidates and filtering out the bad resumes. To save time, focus on the surface requirements that the business is asking. Carefully review and evaluate the candidate's required skills and experience.
Testing a candidate's optional skills is also a way for employers to gauge a candidate's strengths. From there, there is a basis to make a hiring decision when meeting CVs with similar mandatory skills.
In addition, recruiters can check the candidate's email or cover letter to gauge their attitude towards the company and the position they are applying for.
In fact, the screening and evaluation of candidate CVs can be costly in terms of time and effort of the recruitment department. The solution chosen by many people today is to use recruitment software with the feature of screening resumes, CVs, scanning CVs to quickly find suitable candidates while still saving time.
Round 2: Test candidate's ability
After screening CVs of candidates. Employers will often give an assessment of a candidate's professional competence, knowledge, and possibly culture.
2.1. Intelligence test
IQ/EQ tests are very commonly used. This is a way to synthesize measures of each candidate's ability to calculate arithmetic (IQ), logical thinking, behavioral ability and how to handle situations (EQ).
Some tests are designed based on the specifics of the job. Through this, employers will understand the strengths, weaknesses, and talents of employees. Thereby, determine what additional training the candidate must have? Is it suitable for the current company situation?
2.2. Format of the candidate's professional competency test
For jobs that require a lot of experience, a test to assess professional knowledge is a necessity. Employers should ask the leader or manager in the field of the position being recruited to put up a test, ask questions about expertise, knowledge of the position and ask candidates to answer within a period of time certain.
Round 3: Interview and evaluate candidates
Candidates who have passed the above two rounds will proceed to the face-to-face interview round. Employers need to prepare thoroughly for this interview.
Make sure you understand the requirements of the position you are applying for. Ask the people involved about this, take notes and note them.
Ask a set of interview questions: This ensures the employer knows if the person fits the criteria set out above or not. Thereby, the exchange between the two sides becomes more convenient and smooth. The set of questions should include: general questions, capacity assessment questions, behavioral assessment questions.
Build a post-interview evaluation system: this helps the interview become fair and saves time especially when the number of interviewers is too large. Let's scale up each candidate, the level of meeting the necessary criteria. Limit the comparison of candidates with each other without seeing the rating on their scale.
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