July 1, 2023

How to create an ideal candidate profile


Finding and recruiting the right specialist is only possible if you know who you are looking for. To hire strictly the professional you need, and to do it as quickly and efficiently as possible, your recruiters or the recruitment agency you cooperate with should know as accurately as possible who to hire. To do this, you should first create a future candidate profile.


Let us figure out in more detail what a candidate profile is and what should be included in the ideal profile to get a perfect result based on the experience of OnHires.

Common types of positions your company wants candidates for

Positions that usually require filling in companies can be divided into three main types:


  • Current vacancies.

These vacancies require immediate filling because, for some reason, there are no employees on them. It will be fairly easy to fill if it goes about a standard position with standard requirements for the applicant. If a new employee is wanted for a unique role, it will take more time and effort to fill the vacancy, plus it will also require a more detailed and thorough profile.


  • Vacancies for staff expansion.

Such vacancies appear if a company needs to expand the current staff by adding a new employee to a newly opened vacancy similar to those in the company. These positions are also relatively easy to fill, and it is relatively easy to make a profile as the same roles already exist within the company.


  • Vacancies for newly created positions.

These are new positions in the company which did not exist until now. Their emergence may be connected with the company’s growth, expansion, a change in strategy, or new needs or functions. These vacancies demand meticulous work to create an ideal candidate profile since there were no such positions in the company. And the recruiters must complete the requirements for the candidates and their professional characteristics from scratch.

What is a candidate profile?

The candidate profile is a detailed description of an open role in the company and the ideal candidate who should fill this role.


The candidate profile compiled by the company and the one compiled by the recruitment agency are usually different documents. The company profiles a candidate before placing a job posting. There is primarily information about the job requirements. In contrast, the recruiting agency compiles a candidate profile for the employer, which the company can use to make a hiring decision.

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Why is the candidate profile needed?

There are several significant reasons why companies should make up candidate profiles:

  1. The recruitment process optimization.

Creating a candidate profile in advance helps reduce the time and effort spent on effective candidate sourcing.

  1. Significant simplification of the recruitment process.

With a detailed set of skills and qualities the candidate should have, it will be much easier and faster to find and select those who best match them.

  1. The most suitable candidates’ selection.

A carefully drawn-up candidate profile will allow you to find and select exactly those applicants who will most accurately meet the employer’s requirements and job parameters.

  1. Reducing unintentional bias.

When recruiters have clear standards for evaluating potential candidates for a position, they can avoid bias in the candidates’ selection.

Some practical tips for creating an ideal candidate profile

Based on the experience of our agency OnHires, I can offer you some practical tips for creating a successful candidate profile:

  • Draw up a detailed description of the role as possible. Be certain to describe in detail the necessary professional skills, work experience, responsibilities, and demands for the employee, plus the range of their daily work tasks, regular expectations, and growth prospects. Whenever possible, use simple constructions, practical terms, and specific quantities.
  • Be sure to specify what hard and soft skills the candidate should have. Make sure your list of skills contains only those skills that are really needed to complete the work tasks. Use the particular industry terms to describe the mandatory technical or other specialized skills.
  • Make a list of the candidate’s required qualities and skills, taking into account the successful work experience of other company’s employees in similar roles.
  • Consider the company’s priorities and foresee how this candidate can fit into the company’s plans, considering the company’s prospects.
  • Add a point to the profile with preferred qualities and skills that are not in priority but can help potential employees cope with their work duties successfully.
  • Include in the candidate profile a point with the key factors of the company’s culture and policy, which the applicant must meet during the selection. Otherwise, there is a risk that the candidate will not fit into the team.


Whether or not you apply the above tips for creating an ideal candidate profile, you will find it much easier to hire the perfect candidate if you rely on a pre-built candidate profile during your recruiting process. And the better the profile quality you create, the better your candidate will meet the requirements of the position you are eager to fill.