Why candidate persona in recruitment strategy?

Who said that first impression is the worst? It makes sense deep down the skin, but recruiters use the persona of candidates in their strategy (professional, cultured!!). We have Ms.Nobody, the recruiter here; sitting right against her is Mr.Peter Pan.

Well, let me share my part of “recruiters using persona strategies”…

Bold representation of job titles, descriptions

(company profile) This is what they call, “soft skills”. The very description of job title means that potential candidates are fished out for. An eye-candy sort of 120 words lifts up their work culture and company’s stardom.

(Requirements, job responsibilities) Well, your position and how much of kick it offers! Cracking the required skills, additional job skills, experience and personality traits. By the time Mr. Peter Pan is done running through the shower of Tofurky, he’d have been lured by fancy adjectives and phrases like “Taking pride”.

Candidate personas pointed at the targets

(Level of positions) Well, next comes the “next destination” of Ms.Nobody’s   ‘Big City Adventure’. Her prologue (representation) would have done 75% of the magic. Recruiters measure the scale of their target by highlighting the depth of candidate’s persona, which would fit in.

Cent percent of their hiring spree is turned on by user-friendly apps/sources those flaunt their expressed candidate persona.

SSSHHH!

Recruiters demand certain things, but they never tell you about them. Human resources are well-crafted scanners and this is the only clan that knows where the carrot is!

Rather making room for someone to add superficial flaws to their inventory, I think it’s better off to run a self-personality scanning on our own will.  This indeed boosts up job search and to impress white-collar juries.

(pictures courtesy: various sources)