Job Profiling

Profiling May 20132

What we’ll cover

•Goal of the call

•Preparation

•Profiling steps

Profiling May 20133

Profiling the Job

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Interviewing the hiring managerLearning the specifics of the position

Profiling May 20134

Goal of the profile

To extract all the relevant information about the job in order to develop a great job plan.

A good profile good job plan filled job

A bad profile bad job plan unfilled job

Profiling May 20135

Initial job assignment

Before the profile, you should receive the following information from the client management team:

Checklist

Job title

Company name

Company description

Job description

Hiring Mgr details

Profiling May 20136

Preparation for Profile Call

• Check the company tab for engagement details

• Has this HM run jobs with us before?

• Review similar jobs

• Review company website

• Review HM LinkedIn profile

• Talk to CE/CPM about company culture and HM attributes

• First job with HM or company

• Review unfamiliar terms

• Put yourself in the candidate’s shoes

Profiling May 20137

Profiling steps

1. Set the stage

2. Get the basic data

3. Define the role

4. Define success

5. Define the knowledge, skills and abilities

6. Reach the right person

7. Define the selling points

8. Set expectations

Profiling May 20138

HMHC

1. Setting the stage

Tell the HM that you will:

• Conduct a 30 minute profile

• Develop the job plan

• Submit plan for their approval

• Launch the job and source candidates

• Manage all the candidates

• Conduct phone screens

• Recommend candidates to the hiring manager

• Coordinate interviews

• Facilitate the negotiation and close

Profiling May 20139

If the HM is new to Accolo

Points to emphasize:

• Make the HM’s job easier

• Their participation is key to success

• Manage the entire recruiting process

• Happy to manage candidates from other sources

• Only launch when the HM is ready

• Active job support (generating new candidates) is for 60 days from the launch date, with 30 additional days of process support if needed

HM

Profiling May 201310

2. Getting the basic data

Identify the basic job information:

How long have you been looking for

this person? What methods have you used?

Is this a new position or are you

replacing someone?

Salary RangeSalary Range RelocationRelocation

Visa sponsorshipVisa sponsorship

LocationLocationTravelTravel


What pain will the new hire alleviate?

Will this person manage anyone?

With whom will this person work or

report to?

3. Defining the roleUnderstand what the job entails and what the

candidate will be doing:

What is the core function of this

job?

What projects will this person own from day one?


4. Defining success

Determine what would define success in the job:

How will you measure success at the 1, 3, 6 and 12 month marks?

What have others in this role achieved or

completed?

What questions would you ask of all candidates?

What measurable achievements, quotas or projects will they have completed?


5. Defining knowledge, skills and abilities

What knowledge, skills and abilities are required:

Nice-to-have?

Wish list?

Undesirable attributes?

K S A

Must have?


6. Reaching the right person

Where to look to find the right people:

Where have you found successful employees in the

past?

What role is this person likely to be

in right now?

Who is likely to interact with this person on a daily

basis?

What competitors, partners or vendors would you want us

to target?


7. Defining the selling points

What’s in it for the candidate?

Why would the perfect candidate

want the job?

Why would a candidate leave a job where they are

successful?

Don’t be satisfied with vague answers

Don’t be satisfied with vague answers

?


8. Setting expectations

• Recruitment plan will be completed within 3 business days

• Set a meeting to review the plan (if the manager is new to Accolo)

• You need their approval to launch

• Set expectations for cycle time – to fill their job in 60 days

• How is the HM easiest to reach?

• Set a weekly meeting

• They will receive a survey at the end – we want 10s!


Review


Review questions

• What should you do before the profile call?

• How long should a profile typically take?

• Why is the information gathered in the profile so important?

• What are some things to highlight when setting the stage?

• How long should you tell the HM that the job plan will take?

Technology

Job Profiling