It’s that easy to create job profiles!
There are truly many opportunities and numerous strategies to find new employees. Between trends, such as active sourcing and guerrilla recruiting, it is also worthwhile to make targeted use of the optimisation of classic job advertisements. If you want to be more efficient in recruiting, you should not only think about the suitable job title, but also about a concretely formulated job profile in your advertisements. Today we show you how you can create target-oriented job profiles in 4 simple steps.
A suitable job profile is a must for every job advertisement in order to find the best candidates for your vacancies in the end. Before you start creating the respective requirements, you should therefore be aware of this. The right formulations are the basis for successful recruiting. First ask yourself the following question:
Which goals do I pursue with a job profile?
Creating job profiles - Step 1
List the main areas of activity
Job profiles are always drawn up on the basis of the actual job description. Therefore, you should first deal with the given job description and list or derive the activities and work contents contained therein. You can then sort the activities directly according to importance.
Creating requirement profiles - Step 2
Create requirement criteria
In the next step, you can use your list to define the qualifications, abilities and competencies of the desired candidate. What qualities must an applicant have in order to fulfil the main areas of activity? Distinguish between professional skills and personal characteristics of the applicant.
Creating requirement profiles - Step 3
Categorize requirement criteria
Enter a structure for your requirement criteria and assign it categorically. If you have already differentiated between professional and personal criteria in the second step, sorting will be all the easier for you. The following overview shows how you can optimally categorize your criteria:
technical criteria:
1. formal: education, degrees, work experience, further education, additional qualifications
2. technical: specific knowledge, skills & experience, e.g. language and IT skills
personal criteria:
1. social & leadership skills: Persuasiveness, assertiveness, delegation skills, negotiation skills, teamwork, criticism and conflict management skills;
2. methodological competencies: strategic/targeted analysis and action, mastery of certain working techniques, ability to prioritize
3. personal characteristics: independence, stress resistance, creativity, motivation, sense of responsibility, flexibility, willingness to perform and learn
Creating job profiles - Step 4
Weight requirement criteria
In the last step, define the weighting of the requirement criteria. An optimal weighting can be implemented taking various questions into account and using a point scale.
The following questions will help you prioritize the requirements:
- How necessary is the requirement to fulfill the task?
- What effect would the lack of competence have on the company?
- Which competence is already taken over by other employees?
- Which competencies are easy/difficult to learn and acquire?
Based on these questions, you can prioritize your requirement points on a scale. In the end, you can say exactly which requirements are an absolute must and which are rather optional criteria.
inventiveness
not important
very important
Creating job profiles - easier than expected!
If you create job profiles with this guide, you will reach your goal faster and more effectively. A systematic approach makes it much easier for you to create a job profile. In addition, the job profile serves as a checklist for the most suitable candidate up to the interview and beyond. If you create suitable job profiles, you will find even more suitable candidates!
With this in mind, we wish you continued success in recruiting!
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