This process gets you started. The next key is for Human Resources staff and the hiring manager to narrow down all of this information. Create a list that spells out your most important candidate selection criteria. This is often called a candidate profile. You’ll want to list:-
You now have distilled the job information into a list you can use to write ads, post jobs online, or highlight on your recruiting website. This list is the essence of the candidate you seek to fill your open job.
This candidate profile is a list of key experiences, skills, traits, and education and is essential for reviewing resumes. It forces discipline into the resume review process and gives you valuable criteria to use in resume review, and later, in candidate comparison. The list also serves as the basis for the job interview questions you will use in screening and in-person interviews with candidates for your job.
Job Posting Example
Here is an example of an actual job posting that was created from a list of key qualifications. Notice that the candidate’s qualifications are carefully defined.
This posting enables you to screen resumes and evaluate potential candidates. The job posting ensures that you don’t settle for a less than qualified person. Or, you may occasionally decide that you under priced the market in terms of the qualifications you seek at the salary you want to pay.
In a current search for a Planning and Scheduling Supervisor, as an example, a manufacturing company is finding that the $50,000 they want to pay, may not attract the person they hope to find for the job. Their best applicants currently make $65,000 as stated in their cover letters and resumes.
All of this information helps you scan resumes more quickly. The information and preparation helps you narrow down the many resumes to the chosen few resumes with greater accuracy. The preparation makes resume review relatively painless.