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

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

What is profile-based recruitment?

It consists of 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, corporate culture and employer brand.

How do you define a candidate profile?

Defining key competencies

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

Identifying soft skills

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

Expected behavioral criteria

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

Candidate's fit with corporate values and culture

One of the most important aspects of profile-based recruitment is the candidate's fit with the company's culture and values. A candidate who shares the same values as a company is more likely to fit in and succeed over the long term. It's this type of profile that recruiters should give priority to.

What are the skills required for an ideal profile?

Profile-based recruitment is characterized by a combination of technical skills and soft skills. For a given position, it is essential that the candidate has the necessary technical skills, but 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, able to work effectively with diverse teams.

What are the differences between assignment-based and profile-based recruitment?

Assignment-based recruitment is generally more focused on the specific skills required for a given professional project. Profile-based recruitment, on the other hand, involves a more comprehensive assessment of the candidate's career path, behavioral skills and long-term potential within the company. In other words, profile-based recruitment takes into account 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 attractive job description is a key element in attracting the right candidate. The offer should not only detail the technical skills required, but also highlight the company's values and brand image. An example might be to specify in the offer that the ideal candidate should have professional experience in a collaborative work environment.

The evaluation grid

It makes it easy to compare candidates according to objective criteria. These criteria include technical skills, soft skills, and the candidate's alignment with the corporate culture. By using clear grids, 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 defines the skills that are essential for the position to be filled, and ranks candidates according to these criteria. This provides a clearer picture of each candidate's strengths and weaknesses in terms of technical and soft skills.

Candidate scoring

This is a method of ranking candidates 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 matches the job requirements.

Diversification of valuation 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 role-playing exercises can be used to better assess a candidate's soft skills and adaptability.

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

With the help of Marvin Recruiterrecruiters can improve their online recruitment strategy, manage applications efficiently and automate a large part of the selection process.

FAQ : Your questions about profile recruitment

What are the three types of recruitment?

Mission-based recruitment: focuses on the technical skills required to accomplish a specific customer mission or project.
Profile-based recruitment: assesses the job profile and the candidate's alignment with the company's long-term culture and values.
Potential-based recruitment: this favors candidates with strong development potential and the ability to evolve within the company.

How do you define a recruitment profile?

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

How do you recruit the right profile?

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

Recruitment on salary profile

Salaries for profile recruitment depend on skills, experience and the type of contract on offer. A well-defined job profile makes it easier to establish salary expectations.

ESN recruitment process

In ESN (Entreprises de Services du Numérique), the profile-based recruitment process often includes technical interviews, behavioral skills assessments and personality tests to assess the candidate's suitability.

What is the purpose of GPEC?

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

What are the 4 stages of GPEC?

The 4 stages of GPEC are: diagnosis of skills needs, job forecasting, skills adaptation and career management.