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How to Create an Employee Candidate Profile

Maybe this should be titled why you should create an employee candidate profile. Are you involved in the interview and hiring process for your organization? Having advised managers about hiring over the years, I've learned too often they don’t know exactly who they should hire. Do you know who to hire? Have you looked beyond specific job skills, knowledge, and education? Have you considered what traits successful employees in your organization share, and what personalities fit into your culture? If not, I suggest you create an interview profile.

How to Create an Employee Candidate Profile

Work History 

What’s important for this position? Is it specific experience, job stability, time on the job, number of positions, time in between positions, or something else?

Requirements of the Position 

Don’t just consider the knowledge, skills, and education required, but what tools, hours, travel, and character traits are also specific to the position?

Shared Traits 

What traits do successful team members share? Is it passion, hard work, enthusiasm, diligence, a sense of humor, a positive attitude?


What do you specifically want to observe? It could be energy level, attitude, people skills, communication skills or even their sense of humor.

After you’ve answered the questions above, create a simple interview profile. The following is an example:

*This is only an example and may not fit your specific needs. In this fictional position turnover has been a concern so job stability is critical. The job does require some travel so reliable transportation is important. 

Work History — Job Stability

• No job hopping — no more than two jobs in the last three years (take into consideration the reason for leaving the position).

• Look for gaps in employment and question these gaps.

Requirements — Transportation

• They must have a current valid driver’s license.

• Reliable transportation that fits the position is required.

Successful traits — Major Accomplishments

• A goal(s) that has been achieved during school, sports, or previous positions.

• An accomplishment that took determination.

Observations (rate them from 1 being great to 5 being unacceptable)

• Communication skills — Did the candidate present clear and complete thoughts?

• Energy level — Were they enthusiastic? Were they passionate about anything?

• Sense of humor — Did they share a sense of humor, and was it appropriate? Does it fit the culture?

• People skills — Were they open, friendly, and warm towards you?

• Motivation — Why do they want to work with you? What are their goals?

• Attitude — Were they respectful, open, honest, and attentive? How did they speak of previous positions?

One key to successful interviewing is to understand who and what will serve your organization best. Do you know who you should and shouldn't hire? An interview profile may help.

How can we help you?

You can use our recruiting experience to handle the details. We will quickly find the talent you need to stay operational without skipping a beat. We are as helpful and hands-on as you need us to be. Leave the search to us and see how easy the hiring process can be with a professional recruiter in your corner.

Contact us if you're ready to hear more about how we can help at!

About the author

Randy Clark is a speaker, coach, and author. He publishes a weekly blog at Randy Clark Randy is passionate about social media, leadership development, and flower gardening. He's a beer geek, and on weekends he can be found fronting the Rock & Roll band Under the Radar. He's the proud father of two daughters; he has four amazing grandchildren and a wife who dedicates her time to helping others. Randy is the author of the Amazon bestseller The New Manager's Workbook, a crash course in effective management.

If you found this helpful, you might enjoy this as well What Can You Do When a Valuable Employee Gives Notice

Photo by Andrew Neel on Unsplash


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