What is Candidate Persona and how to use the concept in talent recruitment

What is Candidate Persona and how to use the concept in talent recruitment

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When starting a selection process, it is essential to know who the company is looking for. And this is not just about the candidate’s position, experience and skills: you also need to consider your behaviors and ambitions. Anyway, this is where the concept of candidate persona.

Increasingly common among companies, this method is very useful for attracting talent with greater fit available vacancies, raising the quality of recruitment and selection.

Want to know everything about candidate persona? Keep following the post!

What is candidate persona?

Candidate persona is a semi-fictional character that represents with precision the desired characteristics in the ideal candidate. He has:

  • Name;
  • age;
  • goals;
  • all the characteristics that a real person would have.

This detailed description helps the company to visualize more easily than type of collaborator she wants to hire.

Primarily, the idea is based on the concept of buyer persona, widely used in marketing to define the profiles of buyers of the product. Realizing the success of the practice in sales, many companies began to use the same strategy to improve their recruitment and selection processes.

Candidate persona

What are the benefits of creating a candidate persona?

Using the candidate persona has many advantages for HR in attracting new talent. Check out some of them below.

Better targeting for the vacancy

The candidate persona allows the recruiter to be able to design exactly what he looks for in the future employee.

A young man with an ambition to grow?

A born leader?

Does anyone adapt well to different situations?

Any characteristic can be described in the behavioral profile, just know what the company wants.

Vacancy announcements in the right places

After assembling the candidate persona, it becomes easier to see where potential candidates look for opportunities.

Thus, it is possible to advertise vacancies in the right places and attract more professionals who have fit with the position.

For example: if it is an internship vacancy, partnering with universities can be a great alternative.

If it is a C-Level position, it may be necessary to use the services of a specialized headhunter.

Each position has its peculiarities, and they must be considered when searching.

Less development time

Hiring based on a candidate persona helps to reduce the learning curve and development of the hired employee.

This is because he will already have the essential characteristics for the position, having more conditions to present the desired results in less time.

Selection of CVs and targeted interviews

Having a defined persona candidate also helps in screening resumes and preparing interview scripts.

With a pre-defined profile, the recruiter has more clarity on which candidates should move forward in the process steps.

Plus, it’s easier ask the right questions to extract the necessary information of each candidate.

Faster selection process

The closing time of the vacancy is one of the most important indicators for assess the quality of a recruitment process. So, the faster the hiring is done, the more advantageous it is for the company.

With a candidate persona, the chances of finding the ideal candidate quickly are much greater. After all, the pre-defined profile works like a map: with it, the recruiter can get where you want to go much more easily.

>> Do you want to further improve your selection processes? Check out this other blog post:
8 recruitment and selection hacks <

How to assemble a candidate persona?

Setting up a candidate persona is simpler than it looks. See below for the essential steps to put the plan into practice.

1. Do a search

The candidate persona must be based on real data, not guesswork. And there is no better place to extract information than the company itself.

Therefore, for get the best results, your research should be done on two fronts: employees and managers.


Those who already work at the company may have many of the traits desired in new employees.

Do a survey of the organization's outstanding employees, asking about:

The ideal is to do this for each position available in the company, in order to set up a bank of personas and make hiring more and more accurate.


Another ideal step in the search for the candidate persona is to seek information from managers.

Their vision is essential to define what type of candidate will do best in the team's day-to-day.

So ask them what they look for in their employees, both personally and professionally.

2. Enter personal data

After collecting data, it's time to start writing the text. Start by entering:

  • the name;
  • age;
  • the character’s experiences.

As it is a semi-fictional profile it must have characteristics that can be recognized in real people.

However, do not take everything to the letter. If the persona is called João, it does not mean that you should hire a João.

After all, the purpose of personal data is only humanize the character and make it more palpable when looking for candidates.

3. Tell a story

A good persona goes far beyond a name, age and professional experience. To make the character complete, you need to give it a background with:

Based on the research, define what he seeks professionally and what is behind these searches.

Always be realistic. For example: if a junior analyst persona has the ambition to be president of the company, there is no problem. The strange thing would be that he wanted to achieve this in two or three years. In real life, this is going to take a lot more time, and this needs to be taken into account.

Now that you know what candidate persona is, how about putting what you've learned into practice?

Take a good look at your group of employees, do a survey and use this information to define the profile of the ideal candidate. So, for sure, the company will be much more successful in attraction of new talents.

How to attract and keep talent in the company?

There are some strategies on how to attract talent to the company, however, one of the most efficient and modern is the salary flexibility. As well? I explain!

Currently the payment model of on demand salary is attracting the attention of talents of the new and more experienced generations by offering greater flexibility and financial support for employees.

This is a really effective corporate benefit for the attracting and retaining talentafter all, who does not want to have the possibility of withdraw the salary when do you need it?

THE HR Consultants UKy is an application that allows employees to anticipate part of their wages whenever they want in a simple and instantaneous way. Believe me, benefits for the company there are also many.

In addition to offering a benefit that generates low cost for the organization, the salary on demand is the answer to the question: how to decrease your turnover, increase your productivity and attract more talent?

As a result, it also reduces company expenses with layoffs and labor agreements.

Integration is quick and simple. As soon as your employees register, they can make withdrawals immediately.

Talk to an expert and discover even more gains that your company can make by offering a benefit like the HR Consultants UKy<span style=”font-weight: 400;”>.


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