Focus On Recruitment Strategy

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Design your recruitment strategy with the outcome
in mind. Can you define the ideal candidate for
your open position? If not, you need to do that
initial work before you build your recruitment
strategy. Without an ideal candidate profile, you
are missing out on an opportunity to attract the
best candidates in your advertising content.
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A job description describes the duties of the
job, the daily tasks, and other details about the
position, and the competencies that candidates
need to have. A job description describes the
position, while an ideal candidate profile
focuses on attracting the best candidates by
getting them excited about the company, the
opportunity and the qualities needed for success
in the position.
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There are many different ways to build your ideal
candidate profile but here are a few practical
methods that we have used effectively
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1. Assess your top performers in the open position
   by using a comprehensive selection assessment
   like Prevue Assessment, Profile XT or another
   talent assessment of your choice. The talent
   assessment you use should offer valid and
   reliable assessments of cognitive abilities,
   behavioral or personality characteristics, and
   work motivations or passions.

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 Your ideal candidate profile will identify the
qualities that your top performers have in
common. Here is an example of an ideal candidate
profile using this method ability to solve
complex problems, excellent communicator,
assertive, outgoing, decisive, independent,
creative and enterprising.
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2. Interview your top performers in the open
position identifying the qualities that they have
in common. Here is an example of an ideal
candidate profile using this method smart,
open-minded, innovative, entrepreneurial,
productive and engaging.
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3. Use a sorting and prioritizing method
like Focus Your Hiring Interview to identify the
qualities that you are looking for in your ideal
candidate. This method requires you to sort and
prioritize qualities related to people smarts,
solutions, business, expertise and human factors
(i.e. behavioral traits).
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You are simply identifying the qualities that you
know will drive success in the position. Here is
an example of an ideal candidate profile using
this method Open-mindedness, Courage, Integrity,
Humility, Emotional intelligence and Leadership.
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Recruitment and Staffing Solution USA Without
researching how to reach your ideal candidate,
the above methods will be much less effective.
Try to get into your candidates head What are
they looking at online? What social media do they
use most? What groups are they a part of? 
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What professional organizations or networking
sites are they participating in? Most
importantly, how do they prefer to communicate?
Now you have a few different ways of creating
your ideal candidate profile. Advertise this
profile to bring your ideal candidates into your
recruiting and selection process.
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