Hire Your Ideal Candidate With Workflows and Data

The best workflows and technology to help businesses of every size create guiding candidate profiles and hire their ideal candidates, every time.

Chances are, you’re already using workflows and data in various areas across your business. 

Well-planned, documented workflows ensure everyone is working toward the same goals, and doing so in the most effective way possible. And layering data into these workflows empowers employees to make the best evidence-based decisions instead of relying on assumptions and feelings. 

Yet, many organizations don’t seem to be using these strategies when it comes to attracting and hiring top talent. Instead, the “workflow” changes based on whoever is conducting the interview that day. And instead of usable data, hiring professionals are expected to make the best decisions possible based on incomplete notes and first impressions from interviewers.

By following the right steps and implementing the right technology, businesses of every size can create workflows and data collections methods that make their hiring process much more consistent, evidence-based, and successful. 

Ready to hire your ideal candidate? We’ll show you how. 

Create candidate profiles that outline ideal candidates for each role

When the appropriate parameters aren’t in place, the term “ideal candidate” can stir up subconscious biases in hiring personnel, as everyone has a different definition of what “ideal” means to them. 

Interview bias is a leading factor in the downfall of the traditional interviewing process. So to make sure biases aren’t heavily influencing your hiring processes and decisions, the first workflow you should develop is creating a very specific candidate profile that describes the best hire for every role you’re looking to fill. 

Follow these steps to get started creating your first full-fledged ideal candidate profile. 

Level-up the basic job description

Before you can identify the best candidate for a role, you have to make sure everyone on your hiring team deeply understands the role.

That means going back to square one and getting into the nitty-gritty of every role for which you’re hiring. Not only will this make for better job descriptions that attract the best applicants, it will also give your hiring team a very clear idea of what hard and soft skills they’re looking for during the interviewing process.

Here’s how to carefully define a role to create more effective job descriptions: 

  • Talk to key stakeholders: Who touches the role you’re looking to fill? Pull in people who report to this role and those to whom this role reports. Find out what they need from the person in this job, and ask what’s in the existing job description that’s not actually relevant anymore. 
  • Think about hard and soft skills: Now that you’ve got a current, detailed job description that’s informed by those closest to the role, you can start extrapolating which hard and soft skills will make someone successful in this role. Do you need a self-starter or someone who’s more comfortable being an element of a team? Will they need to already be skilled at using specific software or tools? What are you willing to train them on when it comes to these skills?
  • Create a role responsibility matrix: Perhaps you’ve heard of a RACI chart, which is a tool for outlining who is responsible for which tasks on a project. We propose creating something similar, but that focuses on defining how a role interacts with all the tasks in its orbit. In our example below, you can see that the sales role is responsible for lead outreach, but only informs the process of developing new product features, and so on. A matrix like this is a powerful visual tool that helps both candidates and hiring personnel understand responsibilities at a glance. It can also inform which stakeholders do and don’t need to be involved with the hiring process for the role.
role responsibility matrix

Add in cultural and mission-driven considerations 

Next in building out the ideal candidate profile for a role is adding in things that are unique to your organization and their potential department — we’re talkin’ company culture and mission. 

There isn’t a straightforward process for perfectly identifying whether or not someone is going to align with and help further the culture and mission that define your organization. But you can still create some guidance to help identify fit. 

First, try to define your culture and mission. Your mission shouldn’t be difficult as you probably already have that written down somewhere, but putting your culture into words may be harder. 

Based on these definitions, what are the top traits a candidate needs to be a successful and happy team member? Should they be collaborative or more independent? Will they be better off if they thrive in chaos or if they prefer a structured environment? 

With alignment around what a perfect candidate may look like from a cultural standpoint, you can deploy things like situational judgment quizzes and personality questionnaires. These can help ensure you’ve only got great fits moving into the interviewing phase.  

There’s one more thing we have to address here — hiring for cultural fit can perpetuate biases in some situations. This is why we’re careful to only make it one piece of the puzzle when it comes to identifying ideal candidates. This also underscores our focus on also relying on data in a modern hiring process, which is something we’ll talk about in much more detail a little later on. 

Take tips from your best fits 

Finally, use high-performing hires as a template when building the profile for an ideal candidate. 

What skills did these people already have when they came into the job, and what were you able to train them on successfully? What did they do before this? What personality traits do your best cultural fits all seem to share? What motivates them on a daily basis?

Talk to these employees as well as anyone they report to. You want to develop a deep understanding of their persona, as this will inform the profile you want to look for when hiring for a similar role. 

There are also several questions for your hiring team here: How did you attract and identify successful employees pre-hire? Was it a great job description? Did it have to do with how you advertised the role? Is there a certain interviewer who has a track record for choosing great fits? 

The best way to get accurate answers to these questions is to record interviews. With recordings, you don’t have to rely on notes or memories, you can go straight to the source to find which questions and responses are associated with high performers. This is an important place to apply data to make fast yet informed and unbiased hiring decisions.

We’ll show you how to use technology to operationalize interviews in the last section of this article. Because first, we have one more workflow to talk about: question design.

Design questions that help you uncover your ideal candidate 

Now that you've developed a workflow for creating an ideal, unbiased candidate profile, it’s time to create a system that helps you identify your best candidates during the interview process.   

This workflow is all about designing questions that draw out responses that tell your hiring squad how likely an interviewee is to be successful and happy within a role. 

Developing questions that dive right into what you need to know about candidates is a great way to speed up the hiring process — one of the main reasons candidates bow out is because of overly-long recruiting timelines! — and create a pleasant candidate experience. And providing a delightful candidate experience is pivotal in locking down great-fitting, high-performing employees at your organization. 

But, developing the right questions is much more of an art than a science — an art that you’ll have to practice many times before perfecting it. So while we want to stop short of telling you exactly which questions to ask in this article, we do want to share a few guides that will put you on the right path to designing questions that uncover ideal candidates: 

  • The Secret to the Perfect Interview Questions is all about what behavioral interview questions are, why they’re a vital tool in the hiring workflow, how to design them, and how to use them in the interview process to raise your rate of successful hiring to 75%.
  • How to Hire the Best Candidate covers the whole process of using interviews to choose great employees, but also has a robust section on how to create and ask the right questions to learn everything you need to know about a candidate’s potential. 
five telling interview questions

Layer in data to apply evidence to the hiring process

You’ve worked hard to create job descriptions that bring the best candidates to your door and design interview questions that identify the ideal fit for a role. 

Now, it’s time to layer data into the interview experience to make sure your efforts don’t go to waste. It’s time to ensure your new processes culminate in choosing the true best fit for a role — backed by evidence. 

Hume is a talent intelligence platform that gives organizations of all sizes the ability to unlock and actually use the data they’re generating in the interview process.

Hume uses speech recognition technology to automatically transcribe interviews. With Hume as an interview assistant, hiring managers and other staff can pay more attention to asking the right questions and engaging with the interviewee. After the interview is over, the interviewer can go back to the recording to rewatch the video, tag their questions, highlight important answers, and even create a quick summary that can instantly be shipped off to anyone else involved in the hiring process.

Hume will help your team make sure they’re asking effective and bias-free questions, and enable them to compare candidate answers on an even playing field. With this data, hiring personnel have all the info they need to make hires based on evidence, not gut feelings or imperfect recall. 

If you think your organization could benefit from more consistency or training during the interviewing process, Hume’s features for talent leaders make it easy to identify the practices your best interviewers are deploying and create playlists other employees can watch to learn how to conduct an insightful and effective interview. 

With Hume, it’s not just about using data to hire smarter, it’s also about making the hiring process fast and scalable so you can repeatedly lock in the best talent in your field.

With features that make interviews more effective and sharing the results practically instant, your organization will get to deliberation and decision making faster than ever before. With Hume, you’ll be able to reduce time to hire and send out offers while your competitors are still trying to schedule round three of traditional, ineffective interviews.


Use Hume to layer data, at scale, into your process to make sure your hiring workflows and decisions are all backed by evidence. 

Follow Hume on LinkedIn to keep track of our developments and visit Hume’s homepage to get on the waiting list. In no time, you’ll be using Hume to find and hire your ideal candidates.

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