Candidates – the characteristics of a candidate

Candidates:

For the HR officer this is a quick look at all the candidates in the system which are searchable by name. At the same time it is a different look at the candidates from the Finder because the most important fields for HR are preferred at the start of the ´Profile´ page. The aim was to provide the consultant with all the information on which he/she can form a quick idea of the applicants’ profile.

To identify a suitable candidate several descriptive fields can be used and can also be divided according to the characteristics of the applicant.

Basic features:

Here is a set of basic characteristics of each candidate such as expected salary, employment history, gender, age, marital status and contacts.

Skills:

Skills allow the ability to identify candidates based on internally defined skills that not only help to quickly and efficiently search for the right candidate but also provide a quick insight into the applicants’ profile. The correct definition of classifications according to internal company needs is then a powerful tool for working with a database of candidates.

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Education, languages and work places:

Very important information which complement predefined codebooks. The Language spoken or combination of languages is often a ‘must’ criterion. Other aspects help us to illustrate the overall picture of the candidates’ profile.

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Desired position:

Desired position is the second phase to identifying a candidate. While the skills view is trying to highlight the basic skills of the candidate, this view is totally the opposite. So we try to characterize the candidate suitably for the particular type of positions available. The ideal way is to combine both methods and use both to obtain wider search options and accurate images of the candidates’ profile at the first glance.

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Tenders:

Here is the record of all tenders which the candidate participated in. Again, there are several ways of use. Probably the most important use of this criterion is in the search and ability to trace these ´freshly´ interviewed candidates. At the same time you can see the cause and reasons for rejection of other positions which is very useful information for considering the suitability of a candidate and may lead to the avoidance potential problems.

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