In the world of recruitment, the traditional job description has been a staple for years. It outlines a role’s responsibilities and required qualifications — bonus points for salary details, company insights, and benefits. However, job descriptions often fall short, lacking the clarity and depth that both candidates and hiring managers truly need.
The bad news is job descriptions are necessarily vague. They must pique a prospect’s interest while encapsulating what a hire’s responsibilities over time could look like. I think of it like an impressionistic painting of a job. Sometimes, they’re downright abstract.
But candidates crave photo-realism. And, hiring managers want to give prospective employees as clear a picture of what they’re getting into as possible to increase the chances of a sticky, happy hire.
What Is a Talent Profile?
A talent profile steps in to provide that essential depth for hiring managers. While not typically shared during the hiring process, it equips hiring managers with the insight and confidence they need for successful recruitment. After hiring, talent profiles become invaluable guides, ensuring new employees transition smoothly into their first year.
A talent profile organizes crucial information into clear expectations and criteria by answering key questions:
- Defining Success: What does success look like at 30 days, 90 days, 180 days, and one year? Break it down into measurable outcomes.
- Top Priorities: What are the four most critical goals for the employee’s first year? Rank them in order of importance.
- Challenges and Solutions: Identify the biggest challenges the new employee will face in the role. Then, suggest strategies for overcoming them.
- Experience Requirements: Specify the essential qualifications and experience needed from applicants.
- Preferred Competencies: Include any additional competencies that, while not essential, would be beneficial.
- Technical Knowledge: List required technical competencies.
- Team Dynamics: Provide insights into the team’s dynamics and how it may impact the employee’s work.
- Working Environment: Describe the work location and modality.
- Company Culture: Offer an honest portrayal of your company’s culture, as it truly exists.
I learned about Talent Profiles from our co-CEO Mike Marsiglia, who learned about the practice in his Vistage networking group.
Why Are Talent Profiles Helpful?
Creating a robust talent profile before drafting a job description benefits both hiring managers and prospective employees. These are a few ways they’re helpful. A talent profile:
Clarifies Hiring Managers’ Expectations
Talent profiles guide hiring managers through defining their true requirements for a role. That prevents them from overlooking crucial aspects of the job.
Builds Confidence in Applicants
Sharing the talent profile with candidates demonstrates thorough preparation and thoughtful design, in turn inspiring candidates to put more effort and attention into interviews.
Empowers Self-Managed Onboarding
Additionally, talent profiles simplify onboarding by outlining the first-year expectations, allowing new employees to track their progress independently. This approach fosters self-reliance and reduces first-year uncertainties.
Where Can I Create One?
Ready to use talent profiles in your hiring process? You can access our template here. Feel free to make a copy and set the stage for a successful hire, benefiting both your organization and future employees.