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The perfect job profile in three steps

Business is going great. We are growing and there’s room for a new colleague. The tasks are known, the type of employment and employment conditions have been established, and the requirements are listed. Now we’re ready right? It seems to be a piece of cake, but there’s much more to the perfect job profile.

Joeri Everaers on November 19, 2020 Average reading time: 2 min
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The perfect job profile in three steps

The job profile above is far from complete of course, but you probably already saw that. The most important things that have to be in there are known by most of the recruiters. But with the step-by-step plan below you ensure that each job profile is complete, distinctive and unique.

With the step-by-step plan below you ensure that each job profile is complete, distinctive and unique.

But first of all: why a job profile?

Drawing up a job profile is the first step in the application process (and perhaps one of the most important).  Research shows that perceived fit is the strongest predictor of applicant attraction. Organisational characteristics and job characteristics follow as strongest predictors. It is therefore very important to implement these elements in your job profile.

This way you incite interest with the right people and do not waste time on so-called mismatches. Hospitality giant HMS Host successfully lowered their turnover rate by an astonishing 38% after they started working with realistic job profiles. You as a recruiter have the perfect opportunity to present the organisation’s ideals and values in the job profile, just like the growth opportunities within the offered job. In this way, the job profile forms a good basis for a vacancy text. Below, I will explain in three steps how to draw up an excellent and attractive job profile.

  • Describe the company and the position briefly and clearly.

The first important thing to do is to draw a picture of the company. Briefly describe what the company does, what the mission is and what the ideals and values are. Highlight those things that make you company unique. Then name the position and department within the company. Also mention the terms of employment, the type of employment (e.g. fulltime or parttime, permanent or temporary) and give an indication of the salary. This is also the place to emphasize growth opportunities and finally, it is important to state the exact job location.

  • Describe the responsibilities and authorisations of the position.

This is the opportunity to describe the position in detail. Here, you describe the tasks that belong to the essence of the job. Again, show what makes your organisation unique and how (some) tasks are unique compared to other organisations. Give an example of a typical workday, so that the applicant can estimate if he or she fits within the company and the position. Also inform here who will be the direct supervisor.

  • State the requirements.

In this last step you state the specific requirements and competencies of the position. Make a distinction here between minimum requirements and desired requirements. Minimum requirements usually include: level of education, work experience and skills specific to the position. Desired requirements are often an “advantage” and can be personal characteristics, knowledge of certain developments or personal qualities. Name this list with minimum and desired requirements, but find a balance. Don’t set demands that are too high or too low. This may discourage or not challenge people enough to apply for the position.

One small extra: Make sure your job profile and your vacancy resulting therefrom contains between 700 and 2000 characters. According to Indeed, these receive up to 30% more applications.

The Selection Lab has put together an exclusive downloadable template for creating a job profile. Download it here. 

 

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Joeri Everaers

Joeri Everaers

Guest Blogger at ToTalent.eu
As one of the founders of The Selection Lab, Joeri spends every day turning scientific insights into valuable assets for improving organisational recruitment and selection processes. The more data is used throughout that process, the happier Joeri is.
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