Profile-based recruitment: a guide to identifying the right candidates

Profile-based recruitment is an effective talent selection method. It focuses on evaluating the candidate's profile, skills, and the alignment of these elements with the company's values ​​and culture. This approach allows companies to recruit the right talent for open positions, taking into account soft skills, hard skills, and alignment with the company's long-term objectives.

What is profile-based recruitment?

It involves analyzing the candidate's career path, skills, and personality to assess their compatibility with the position and the company. Rather than focusing solely on technical qualifications, this method also includes an analysis of soft skills, company culture, and employer brand.

How do we define a candidate profile?

Definition of key skills

Defining the candidate profile involves determining the technical and behavioral skills required for the position. For example, for a tech profile, proficiency in IT tools and programming languages ​​is crucial. However, adaptability, communication, and the ability to work in a team are also important criteria.

Identification of soft skills

Soft skills such as active listening, stress management, and empathy play a crucial role in a candidate's success within the team. A candidate with strong soft skills will be better able to integrate and meet the company's challenges.

Expected behavioral criteria

These criteria are essential for assessing the fit between the candidate and the company culture. They include integrity, motivation, and the ability to work collaboratively with the team. A recruiter must ensure that the candidate's profile aligns not only with the technical requirements but also with the company's values.

Candidate's alignment with company values ​​and culture

One of the most important aspects of profile-based recruitment is the candidate's alignment with the company culture and values. A candidate who shares the same values ​​as a company is more likely to integrate and succeed in the long term. This is the type of profile that recruiters should therefore prioritize.

What skills does an ideal candidate possess?

Profile-based recruitment is characterized by a combination of technical skills and soft skills. For a given position, it is essential that the candidate possesses the necessary technical skills, but they must also be able to integrate into the team and share its values. For example, a consultant must have technical expertise and be a good communicator, capable of working effectively with diverse teams.

What are the differences between recruitment based on a specific mission and recruitment based on a specific profile?

Project-based recruitment is generally more focused on the specific skills required for a given professional project. In contrast, profile-based recruitment involves a more comprehensive assessment of the candidate based on their professional background, soft skills, and long-term potential within the company. In other words, profile-based recruitment considers both the candidate's skills and personality with a view to a lasting collaboration.

5 tips for recruiting the right candidate profile

The job offer

Writing a clear and compelling job description is key to attracting the right candidate. The job posting should not only detail the required technical skills but also highlight the company's values ​​and brand image. For example, the posting could specify that the ideal candidate should have professional experience in a collaborative work environment.

The evaluation grid

It allows for easy comparison of candidates based on objective criteria. These criteria include technical skills, soft skills, and the candidate's alignment with the company culture. By using clear frameworks, recruiters can better evaluate each profile systematically and objectively.

The skills matrix

A skills matrix is ​​a powerful tool for evaluating different candidate profiles. It allows you to define the essential skills for the position and to rank candidates based on these criteria. This provides a clearer picture of each candidate's strengths and weaknesses in terms of both technical skills and soft skills.

Candidate scoring

This method allows candidates to be ranked according to their skills and suitability for the position. By assigning a score to each candidate based on the criteria defined in the evaluation grid, recruiters can easily determine who best meets the job requirements.

Diversification of evaluation methods

It is essential to diversify assessment methods to obtain a complete picture of the candidate's profile. In addition to traditional interviews, personality tests, selection tests, and situational exercises allow for a better evaluation of the candidate's soft skills and adaptability.

Profile-based recruitment is a modern and effective method for finding the right talent. By using tools such as assessment grids, skills tests, and video interviews, companies can improve their recruitment processes. This helps them attract talent that better matches their needs.

With the help of Marvin Recruiter , recruiters can improve their online recruitment strategy, manage applications efficiently, and automate much of the selection process.

FAQ: Your questions about recruitment based on profiles

What are the three types of recruitment?

Project-based recruitment : This focuses on the technical skills needed to complete a specific client project or assignment.
Profile-based recruitment : This assesses the job profile and the candidate's long-term alignment with the company's culture and values.
Potential-based recruitment : This prioritizes candidates with strong development potential and the ability to grow within the company.

How do we define a recruitment profile?

Defining a recruitment profile involves determining the technical skills and soft skills needed for the position to be filled, as well as the fit with the company culture.

How to recruit the right candidate?

To recruit the right profile, it is important to clearly define the criteria for the position to be filled, to assess technical and behavioral skills, and to use tools such as assessment grids and selection tests.

Recruitment based on salary profile

Salary for a recruitment based on a specific profile depends on skills, experience, and the type of contract offered. A well-defined job profile allows for better salary expectations.

IT services company recruitment process

In IT services companies, the profile-based recruitment process often includes technical interviews, behavioral skills assessments, and personality tests to evaluate the candidate's suitability.

What is the purpose of GPEC?

Workforce planning (GPEC - Gestion Prévisionnelle des Emplois et des Compétences) aims to anticipate skills needs within the company and to define the profiles required to cope with market changes.

What are the 4 stages of workforce planning?

The 4 stages of workforce planning are: skills needs assessment, job forecasting, skills adaptation, and career management.