Candidate Profiling

from Wikipedia, the free encyclopedia

As Candidate profiling a recruitment strategy in the field understands Human Resources by the approach to the world of the target group to identify, track down suitable candidates and wants to win. Profiling is based on the forensic understanding of "investigating" ("creating the overall picture of a personality from a lot of individual data that are not very meaningful"), less on the understanding of staffing based on personnel diagnostics, which is widespread in HR (= Job match, professional profiling ).

background

For a long time, the Human Resources department assumed relatively static personality clusters within its target group definition. Candidate profiling is therefore based on the premise that people are not clustered according to their birth cohort or generation (using preference analysis models, e.g. Generation Y ), but according to life phases. Furthermore, due to the increasing diversification of society, v. a. due to demographic change and gender shift, new target groups that cannot be covered by traditional hermetic models.

methodology

Candidate profiling is a tried and tested method of describing a stranger as precisely as possible using data. While the classic job match ( professional profiling ) only combines requirements for the person with knowledge about them and from this a conclusion is drawn with regard to the suitability to the employer , candidate profiling is a holistic method for assessing the candidate. Life plans and the life world of candidates are taken into account, not just hard skills and soft skills . The recruiting can this data already in the boarding , such as a structured setting interview or questionnaire raise. The focus group , the employee survey and the exit interview can also be used for this purpose. Exemplary semantic feature interpretations are carried out within this collected data by adding parameters such as "place of residence", "leisure time", "values", "consumption", "marital status", "attitudes", "goals", "emotion", "wishes", " Mobility ”,“ Finances ”,“ Music ”can be linked together. The development of significant tendencies enables recruiting to act “more precisely” when approaching / finding candidates. Subsequently, the corresponding answers have to be interpreted linguistically and from this a communication strategy and media for a differentiated linguistic target group approach have to be derived. This refers u. a. on the parameters

  • Imagery, visuals
  • Formats, media
  • Style, tonality
  • Topics, content
  • Messages, claims
  • Visions, values

aims

The findings from the Candidate profiling establish the orientation of the future "differentiated target groups", which in 2010 by Birgit Sponheuer as part of their contribution to employer branding as part of a holistic brand management was required. As a consequence of what candidate profiling means for employers and their search strategies, recruiting will change in the future in order to meet challenges such as the shortage of skilled workers, digitization , the world of work 4.0 or disruption .

literature

Individual evidence

  1. ↑ http://www.duden.de/rechtschreibung/Profiling
  2. ^ Egle, Franz (2005): Labor market integration: Profiling - job placement - case management
  3. ↑ https://www.hrtoday.ch/de/article/hr-als-ermittler-–-teil-1
  4. ↑ https://www.zukunftsinstitut.de/dossier/megatrends/
  5. ↑ http://crosswater-job-guide.com/archives/60688
  6. ↑ https://www.hrtoday.ch/de/article/hr-als-ermittler-–-teil-2
  7. ↑ Simone Burel (2016): Applied corporate communication from a linguistic perspective in research, practice and teaching. In: Kastens, Inga Ellen / Busch, Albert (Hrsg.): Handbook of Economic Communication. From control to negotiation. New access for business practice, studies & teaching. Tübingen: Narr Verlag. P. 540
  8. ↑ Sponheuer, Birgit (2010): Employer branding as part of a holistic brand strategy, p. 88.