Developing a Perfect Prospect Bio

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Creating an ideal candidate profile is similar to planning the draft choices for a professional sports team. You analyze each position based on such factors as who’s filling the position now, what the team needs for future success, the kind of offense and defense the team uses, how many athletes who play this position will be eligible for the draft, etc. Once you analyze the positions, you must decide what critical knowledge, skills, and attributes are required to play those positions well.

This requires you to look beyond the job description and analyze factors both inside and outside of the organization. Job descriptions offer little insight into what to look for to successfully fit candidates into the job and its organizational culture.  This research will allow you to create an Ideal Candidate Profile to make sure you hire the best candidate. It is imperative that you create an Ideal Candidate Profile for each particular hiring event. These are the steps in creating the profile.

Analyze the Position.

A Position Analysis defines the position’s purpose, responsibilities, expected outcomes built upon the organizations culture, environmental elements, and management factors which influence the biggest demands of the job.  Job descriptions tend to distinguish only one job.  Evaluate the Role of the prospective candidate. Select the major job’s requirements, the knowledge needed, attributes and skills required to succeed.

Let’s check out each action in more detail.

Create an Ideal Candidate Profile

Start by interviewing existing salespeople and managers to determine specific responsibilities the position requires and to clarify differences between average performing reps and high-performance reps.  Focus your research on what salespeople tend to do to successfully make a sale and what they do to lose sales. You will be able to get key insights into this process by interviewing customers and former customers alike. When you finish the research summarize the information into a manageable set of 10 -15 critical job dimensions that are divided into three categories.  Determine what personal attributes are essential. Assess personal characteristics which include values, attitudes, and behavior patterns salespeople must possess for success.

Necessary Skills: Identify specific abilities salespeople must have in order to be successful.   What are some of the things a salesperson must and should know for job success?

Rank the Ideal Candidate Profiles: Once you compile the profiles rank them based on how each one influences the success of the position you’re looking to fill.  At this onset, consider the future impact through a range of elements affecting the assignment, including the following:

Job factors: Key responsibilities that will be assumed along with logistical or environmental challenges, travel requirements of the job, the organization’s market position, company’s product mix, labor force, and the time demands of the position itself.

Organizational factors:  Company’s history and ownership, current priorities and objectives, the dynamics of the existing sales force. If he or she is wrong for that particular job, even a great salesperson can fail at that position.

Management factors:  What is the manager’s personal style in dealing with the people who work under them, what are their needs, their interest, and what is their ability to sell, train, manage, and motivate others.

Identify Performance Standards

The steps outlined here will help you to create a measurable and clear idea of your ideal candidate. Having this picture in mind helps you to decide who is and who isn’t a good fit for your company. By using this information to guide your interviewing and selection efforts you stand a very good chance of finding and hiring the most ideal candidate.  When you’ve identified and ranked each of the Ideal Candidate Profiles you have collected, you must then decide how you will determine if a candidate possesses all the essential abilities and elements for the job. These measures of performance standards will give you a quantitative objective along with observable evidence and proof that a candidate has the needed dimensions to fulfill the position successfully.

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Source by Phil Faris