Ideal Candidate Profile Template

Email from BioSearch's CEO

Nancy's Resume

Mike's Resume

Richard's Resume

Message the other recruiters in your territory and ask them to help you generate candidates

Add MBA as a preferred qualification to the Ideal Candidate Profile you’re developing

Experience with QuickBooks required.

Pinpoint Recruit on LinkedIn®

Very optimistic

Nancy

What are your longer-term career objectives?

That BioSearch likes her profile and she’s still in the running

Arrange a meeting, then let each person share their thoughts

Encourage her to replace this demand with increased non-salary perks like a training budget and more paid leave.

Visit BioSearch’s offices

Set up another call with the CEO to clarify details about the role

Call Katie, a candidate you think will be a good fit for the role

You’ve just gotten the requisition. What do you do first?

Add “MBA from the University of North Carolina” as a requirement to the job description

Tell the CEO that you’ll perform a pinpoint search of MBA accountants from UNC on LinkedIn

How do you handle the CEO’s request that the candidate graduated from UNC?

Experience with QuickBooks preferred.

Experience with accounting software implementations preferred.

What will you add to the “technical skills“ portion of the ideal candidate profile document?

Creating the Ideal Candidate Profile

Publish the Job on the Right Platforms / Social Networks

Use Referral-based Recruiting

Which candidate sourcing method will you prioritize?

Not at all

There’s a small chance she’ll be a good candidate

Optimistic

How optimistic are you that Shriti is going to be a fit for this role?

Sourcing Candidates

Mike

Richard

After reviewing the three keys for this search, then the resumes of Mike, Nancy, and Richard, which of these new candidates will you prioritize for an interview?

Do you aspire to become a CFO?

Where do you see your career in five years?

In interviews, you’d like to estimate whether the candidate is likely to stay with BioSearch long enough and become CFO. What question will you ask to learn more about this?

That you’ll let her know when there’s an update

That she’s in the running but not the front runner

When discussing the candidates with key BioSearch stakeholders, it is decided that Katie is a good candidate, but not the frontrunner. Earlier today she reached out to you looking for an update. What will you tell her?

Selecting Finalists

Ask each stakeholder to share their thoughts with you, then have a group meeting

Speak with each stakeholder one-on-one to get their thoughts

You want to get feedback from BioSearch’s CEO and the members of the accounting team about their thoughts as the final selection is made. How will you go about this?

Tell Katie it looks bad to know the comp on offer ($110k/yr) and now, at the end of the process, to ask for more money

The market rate for this role is $80k - $115k. Ask her how she'll convince them she’s worth more than the market rate.

Share that the CEO pays herself $120k/yr. and that it could create problems if she makes more for doing the same work.

Ultimately, BioSearch decided to offer Katie the job as their new Accounting Manager. She’s asking for $125k in base salary. What approach will you take with her?

Making the Offer

Help a biotechnology company hire a key position in a simulation that enables you to build your recruiting & hiring skills.

Hire BioSearch’s New Accounting Manager