How do you define the right recruitment profile for your current need?
When we think about the exact definition of a need, Wikipedia says: a need is basically something that is required for an organism to stay alive.
This definition is also a good starting point when we think about recruitment. What business need should we be able to fill with this particular recruitment?
When it comes to recruitment, too often we mix up desire and need, and that's why the need doesn't get fulfilled. There are 3 important things you should give a thought for to make the profile definition right and multiply your chances of succeeding in hiring!
So, how do you know what profile is needed to fulfill a recruitment need?
STEP 1 – Map out the existing team and its skills
Let's go through what skills the team already has and what is missing. You should also ask the team members directly what they think is needed from this particular recruitment. Depending on the organization, they often know the need even better than anyone else.
Ask the team members directly what they think is needed.
Now you are one step closer to defining the right profile to your current recruitment need. But what the team members don't fully know is the direction where the business is going. There is a past need, a present need, and a future need – and these can be different. That's why you have to think…
STEP 2 – What is the future need of your business?
This one comes directly from your business goals and the plan that you have made, or from the SaaS product roadmap that you have drawn. What are you going to build next in the product? Where is your business going next? Don't hire the past, hire the future.
If you are trying to fill the role of someone who left, you should not look for a similar profile, but look into your future plans and needs.
If you are trying to fill the role of someone who left, you should not look for a similar profile, but look into your future plans. A person leaving always opens up a perfect opportunity to rethink the profile and your future needs. You as a company move forward, your needs might have changed, your situation is different.
STEP 3 – Reflect carefully, who you have the best career plan to offer
For whom is this role the next good step in the career? This is where many companies fail in their recruitment efforts: these days it's not just about who you need – it's about who you can get. Sometimes you have to eat a little bit of the humble pie to make it right.
This is where many companies fail in their recruitment efforts: these days it's not just about who you need – it's about who you can get.
But do not worry! There is a way to crack this code.
Instead of looking for a senior unicorn that you can’t realistically get to fill your every need, you could start with looking for an ordinary, realistic person with the most important skill to fill your urgent need.
A fact is that many people are right now passively looking for their next step to grow as a professional. Sometimes a person may move horizontally in their career to a similar position, but this is rare. Even then, they are looking for something better than what they have now.
Thinking this through will multiply your chances of meeting your real recruitment need in a sustainable way!
Next thing is to find the unique selling points to sell your company to the ideal talent that can fill your urgent need. Thinking this through will multiply your chances of meeting your real recruitment need in a sustainable way!