Hiring is one of the most important responsibilities across an organization. Companies that have a consistent and well-thought-out hiring cadence have a massive advantage over those that do not have an agreed-upon process. One of the keys to creating a streamlined and repeatable process is ensuring that all stakeholders are consulted early and often along with a standardized format that all hiring decisions take. One of the most valuable tools an organization can develop and deploy in making hiring decisions is an Ideal Candidate Profile or ICP. Below, we’ll discuss how you should think about setting up your hiring process as well as some of the key considerations for your Ideal Candidate Profile. At the bottom, we’ll include a template of an ICP that you can use to get started.
To begin your search, there are several questions you’ll want to ask yourself, among them are:
It’s imperative to answer these questions as thoroughly as possible before starting your search to ensure that time is not spent on candidates who do not fit the role. All departments who will be part of the hiring process should be included early to ensure that there are no surprises or disagreements further down the road. In most hiring situations, you’ll want to move quickly once there is an agreed-upon candidate. Lack of synergy between individuals and departments at the end of the process often leads to candidates dropping out of the process. Once you have an idea of what the role will look like and buy-in from the key decision-makers, you’ll want to put together an Ideal Candidate Profile otherwise known as an ICP. A general template of an ICP can be found here.
In general, you’ll want your ICP to consist of seven to nine sections that offer an in-depth outline of what you’ll be looking for. The Rhythm ICP includes the following sections:
While building an Ideal Candidate Profile can be time-consuming on the front end, it helps to ensure that hours are not wasted interviewing and analyzing candidates who do not fit the standards of the role. A strong ICP format allows your organization to standardize hiring to the highest degree possible. Because hiring is primarily qualitative, it’s important to make as much of the process repeatable and consistent as possible. The great thing about ICPs is that once you’ve built one for a specific role, it can be continuously redeployed and iterated upon if/when the role needs to be filled.
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