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Employer's Corner - Position Profile

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Position profile and questions

Why take the time to do it and what are the questions?

Why make a position profile?

You are a busy person and like most people you can only give a resume a small amount of time; about thirty seconds. The person you want to hire is very busy too. How much time do they have to read a job description? Our research shows the answer is; thirty seconds.

This is why we advocate a Position Profile.

To create it, begin by understanding the position for which you’re hiring. Believe it or not, this is where so many organizations make their first mistake.

Questions to ask:

  1. Is there consensus about the title of the position?
  2. What is the true reporting relationships to/of the position?
  3. The salary?
  4. The qualifications, etc.?

    Often, these very basic questions are not reviewed or analyzed and, instead, the existing job description simply gets recycled. Just as you don't want recycled candidates, they don't want a dusty, poorly-written, or ill-prepared profile.
  5. Do you fully understand what challenges this individual will face in your organization (both short and long-term)?

    Knowing the challenges, and presenting them in the profile, is the most beneficial way to attract the person you want to hire. More difficult challenges can be written in a way that isn't off-putting to a candidate, and written properly, challenges will come across like they should, as opportunities.
  6. What are the challenges of this job, and how will you judge whether an employee is meeting them?

By taking the time to go through the performance profile, you'll collect the data necessary to present the opportunity properly to the right candidate.

Some of the questions on the profile are:

  • During the first six months, what does the person taking this job need to accomplish?
  • Name three things the person would need to do to achieve the major objectives in this position.

You might be surprised at the information you collect. There will be plenty of information that will be exciting to the candidate.

Remember, you want the profile to be your best marketing tool, but you also need the description to be truthful.

What questions are in a Position Profile? Click here!