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8 tips to create the profile of the ideal candidate

One of the great obstacles that selection technicians encounter when doing their job is that they are not entirely sure what exactly the company is looking for on new employees. Creating profiles of the ideal candidate helps with this.

Although they may have a job description that provides them with information about what the position to be filled is like and what skills the person who occupies it should have, the truth is that this may not be enough.

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Because companies today are looking for much more than a set of hard skills (hard skills). They want to provide quality to their work teams with diverse profiles that, in addition to knowing how to do their job, have a series of skills not directly related to the position but that may be important for the job. These are soft skills or soft skills.

These soft skills (and other issues) are not usually referenced in job descriptions. For this reason, it is increasingly necessary to design the profile of the ideal candidate for the position to be filled. This allows recruiters to work faster and more efficiently. But how do you create that profile?

What is the ideal candidate profile?

Before addressing the advice for the preparation of this profile, it is convenient to define what exactly we are talking about.

It is a document that collects in detail the personal and professional characteristics of the person who will cover a certain job. If the company has not done the previous work of preparing the job description of the different positions, this moment can be used to include in the document both the characteristics of the vacancy to be filled and what is expected of the worker who occupies it.

The more complete the report, the better. Hence, additional information can also be included, such as the type of tests to be carried out on the candidate to deepen the knowledge of their skills and abilities.

Why is this document important?

  • It allows you to create ads focused on very specific profiles, contributing to attract the desired talent.
  • Streamline the selection process, since recruiters know from the start what to look for in applicants.
  • objectify the selection making it fairer for all participants, by reducing the influence of the biases of the personnel in charge of the recruitment.

Tips for creating the profile of the ideal candidate

1. Determine what is the work to be done

If the job description is well done, this step can be skipped. But, even in cases where we find ourselves with a well-crafted job description, it is convenient to review it before working with the candidate profile.

The idea is to know what exactly does the position consist of, what are the most common tasks to develop, the objectives pursued by the company, etc. Beyond the objective data, it is also interesting to know other related issues such as the level of personal involvement that this position entails, or the degree of stress suffered by those who carry out similar jobs.

Applicants will not see this document at any time, so it is important collect in it all the information about the position that is considered relevant, both the good and the bad.

This will help us make the sieve. For example, if we have a candidate who is a very good fit for the position, but we know that it creates a high level of stress, and the person in front of us shows very little resistance to pressure, then clearly it should not be the person in front of us. chosen.

2. Establish hard and soft skills as advice to create the profile of the ideal candidate

Knowing in depth the vacancy to fill will help the specialists to determine what hard skills the person who occupies the position must have. These are those that are absolutely essential to be able to carry out the work.

As what we are looking for is the ideal candidate, the one who best fits the way of working in the company and integrates quickly into the team, we have to go beyond hard skills.

Companies are especially interested in soft skills, because it is these that will determine the future of the new employee in the organization: if he has the capacity to continue learning, if he can hold positions of responsibility, if he would fit into the team in which he has to join, etc.

The more thoroughly you have analyzed the job tasks and the way of working in the company, the easier it will be to determine the soft skills that are desirable in the ideal candidate. In this case, be as specific as possible. do not limit yourself to looking for the most general soft skills, because the ones that are of interest are only those that can be useful for the person to carry out their work in the best possible way.

3. Evaluate the best employees

Although each position is different and requires different skills, if we analyze the profiles of the best workers in the company, we are sure to find a series of common features in all of them. For example: results orientation, intelligence, or Initiative.

Focus on the skills of those who hold or have held the same or similar positions as the one that is vacant, or those who work in the same department. But it does not hurt to review those of the group of company employees to obtain more information.

It is not that we go in search of the perfect candidate who meets all those detected skills, but that he fits the best possible and that he has potential to further develop other.

4. Define the identity and culture of the company as advice to create the profile of the ideal candidate

For employees it is increasingly important to work in companies with whose values and culture they identify as much as possible. This is good news for companies, because it makes it easier for them to attract and retain talent, but only if the way they act is in line with the culture and values espoused.

When preparing the candidate's profile, it is advisable to review the business culture and the way of working in it. This will be of great help in determining more accurately what should be the personality of new employees, in order to try to have the greatest possible affinity.

A highly trained candidate with important soft skills for the job to be developed will be of no use to us if, at the moment of truth, he does not feel identified with the company's culture. Because it is most likely that he himself will end up making the decision to leave sooner or later.

6. Work the demographics of the candidate as advice to create the profile of the ideal candidate

The next step is to start putting a "face" on the candidate, create a demographic profile of the candidate. But at the same time, avoiding those elements that may involve discrimination or negatively affect diversity in the company.

The demographic profiles that are prepared today no longer take into account issues such as the age of the candidate, their gender, their origin, etc. They are what we could call “blind”. Because We do not care about the personal conditions of the candidate but their qualities.

For example, based on the data obtained in the research process that we have carried out so far, we can determine that our ideal candidate would be a person with extensive experience and good leadership and communication skills. Or it could happen that we are interested in someone without much experience but who shows a desire to learn and an interest in developing a professional career.

7. Create the profile

At this point, enough information is already available to start drawing a fairly defined candidate profile. It is a kind of “character”, what in marketing is called the “buyer person”.

A representation of whom the company considers would be the ideal candidate to fill the job. With the necessary hard and soft skills, and who identifies with your organizational culture. 

Of course, keep in mind that this is a fictional representation. Surely the recruiter will not find anyone who fits the 100% in that ideal profile, but he should try to find the candidate who is closest to that idealized version of the worker that the company has created.

8. Use the profile throughout the selection process as advice to create the profile of the ideal candidate

The effort made in defining the profile of the ideal candidate is useless if it is not used later throughout the selection process. The information contained in the document must be taken into account by recruiters at all times. Since the job offer is created until you have to take the final decision about which candidate will join the company.

Keeping in mind the candidate profile that the company is looking for, the recruiter's work will be more agile and easier to carry out, and the results will be much more effective. Therefore, the time dedicated to preparing the document is an investment that will end up paying off.

With hirint You can determine the profile of the ideal candidate by evaluating the skills of your workers and after that check if the candidates of a selection process fit that profile. Learn more about hirintbook a meeting here

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