In the personnel search and selection process, after carefully filling out the job description, there is a fundamental step to take: profiling the ideal candidate.

What does it consist of?

In order to be sure of perfectly achieving the goal of covering a specific job position with a person suitable for the role, we need to be clear about what the ideal candidate. Let’s see: after carefully analyzing the job description, we will get all the information related to hard and soft skills. To these, however, we will have to add other equally important factors.

Having done all this we will have profiled the ideal candidate.

I’ll give you an example

We need to find the sales manager for a small to medium-sized company with a fairly extensive sales network. The company does not have a particularly high budget, but is looking for a person who comes from a medium-structured company as it itself possesses these characteristics. The role mainly includes tasks of organization and management of the sales network and marginally tasks of a directly commercial nature.

The company is attractive because it is undergoing strong and real expansion in a sector that enjoys market favor. The correct profiling of the ideal candidate will therefore not be that of an already established commercial director, nor that of a commercial officer who wishes to grow professionally.

The first is not suitable as its RAL will already be equal to or higher than that proposed and therefore will not be attractive since the proposing company is not particularly large, while the candidate will come from a company with a certain structure, as required by the ideal profile.

The second has no experience of coordination and organization, but only of sales. Therefore, the correct profiling will be that corresponding to a sales area manager with both organizational and commercial skills, who is coordinating a sales network in the area of ​​his competence.

This person certainly aspires to professional growth and will have a salary that will make the one proposed by the company attractive. This is a very simple example of candidate profiling. Often the process in question is more complex and involves the analysis of numerous factors, so much so that it is carried out through a meeting of all the research and selection staff, precisely in order not to overlook any detail.

The aim is to present a shortlist of candidates exactly matching what the company needs. Have you ever had difficulty in doing so or would you like to tell us about your successes in this regard?