When you take a look at a candidate profile, there is a lot of information that you will find, including job preferences, compensation preferences, skills, and work experience. Hired's candidates profiles stand apart because of their level of detail, and the way they show a candidate’s preferences for their next job. As you scroll down through a profile, you will find the following crucial areas to learn more about the candidate:
The first section of the candidate profile will include basic information. Aside from a profile picture and name, candidates will list their current location and insights into their work authorization status. Next, you’ll see a candidate’s preference around role type (i.e. full-time permanent and/or contract) and their base salary expectations.
Note: The minimum base salary is based on a candidate’s particular preference and is subject to negotiation in the interview process. We do provide historical compensation data to candidates for reference as they are selecting a number to list based on the markets, roles, and years of experience a candidate may list to promote pay equity (check out our Salary Calculator). The purpose is to offer transparency to companies as they source and initiate a conversation at the beginning of the process.
Lastly, you’ll find a candidate’s job search status, which communicates where they are at in their job search and their level of intent to find a new jobs. For more information, candidates can provide additional links, including their most recent resume, LinkedIn, GitHub, personal website/portfolio, blog, etc.
The candidate preferences helps candidates communicate what they are looking for in their next opportunity. This includes opportunity qualities, company size, ideal industries, technologies they aspire to work in, and position leveling. This data offers companies insight into the qualitative aspects of what could make the candidate a great match for the opportunity, team, and overall company (see: 'Candidate Preferences').
TIP: At the top of the funnel, this data can be leveraged in personalizing the initial interview request to connect why the opportunity would be a great fit for the candidate.
The location section includes on-site and remote. For on-site, candidates can list up to ten (10) cities that they would like to work in. We encourage around 5-7 that they would realistically move to if they were to receive an offer from a company in any city listed. Then candidates can order them in order of preference. For remote, candidates can include their time zone, and hours they are willing to work.
In addition, candidates can indicate whether they would prefer their next opportunity to be on-site or remote, and how many days they would be willing to come into the office.
Skills and Work Experience
Two critical areas on the candidate profile are their Areas of Expertise and Experience. Primary area of expertise will include a candidate’s top five hard, technical skills with additional skills to follow. Candidates will ideally list these skills in order of proficiency to highlight the skills they are most proficient in and have the most experience in first.
Note: This section directly correlates with the skills section when you refine your position or candidate search. Any skills you list in your position as "must have" or "nice-to-have" will pull only from this section on the candidate profile. We will highlight any skills listed on the candidate profile that match the skills you input as a requirement for the role.
Experience and roles will incorporate the candidate’s total years of experience, roles in order of proficiency, and years of experience in each respective role. This is followed by the details of their work experience.
The education section includes any programs/degrees completed by the candidate.
Asking Anonymous Questions
Finally, the "ask me anything" section allows you to ask the candidate an anonymous question if you want to confirm something about their work experience or job preferences before reaching out with an interview request. Think of this as a feature to crowdsource questions.