A job profile does two jobs. It tells candidates what the work involves, and it gives everyone involved in hiring the same standard to assess against. When the profile is vague, both suffer.
Start with the work, not the wish list
Describe what the person will do on a normal day. Five to eight duties, written as plain actions, are more useful than a long list of qualities. "Prepare vegetables and proteins for a 120-seat dinner service" says more than "fast-paced team player".
Separate must-haves from nice-to-haves
Be honest about what is truly required. Every extra requirement shrinks the pool. Keep must-haves to the few things a person cannot do the job without, such as a licence, a certification or a minimum level of experience.
State the practical details
- Location and how people get there
- Schedule, shifts and weekend work
- Wage range and pay frequency
- Start date and expected duration
- Language requirements, in English, French or both
Candidates decide quickly. Missing details create questions that slow everyone down.
Use the profile to screen
Once the profile is agreed, use it as the scorecard. Each candidate is checked against the same criteria, which makes shortlists fairer and decisions faster.