A star profile lists the candidate behaviors that make you say, "What a great hire!" A star profile creates a "word picture" of actual behavior tied to what management considers the most-desired results. It's position-by-position specific and can even be manager-by-manager specific. Responsibilities/relationships?What were the relationships that were impacted, built, improved, etc? Showcasing their abilities and application of skills and experience much better, than the candidate with the long list of qualifications … and almost always winning the job offer.

Our founder is a wonderfully talented, caring and occasionally high-maintenance human being. He brims with ideas. Some of them have been fantastic and are why we're in the successful place we're in today. Some of them, well … Yet he's enthusiastic about all of his ideas. A successful VP of operations will develop a relationship in which our founder trusts the VP's judgment on which ideas to pursue and which not to pursue. What are your thoughts or questions?" However, the committee was divided on whom to hire. As the company's employment attorney and employee relations advisor, I was asked to interview the finalists and weigh in on which candidate I thought would be a better fit. Building an asset (an online profile) for a consulting/project career which will serve them over time and in the future (instead of a one-off CV) Think about it this way:If someone knows nothing about you, will they be able to determine how good your skill in this area is by reading this? We need a leader who fervently believes that the whole is greater than the sum of its parts. This is a leader who gives credit and recognition to others, delegates effectively, and takes pride and satisfaction in helping others maximize their abilities. What are your thoughts on this topic?"Action - I organised a meeting with other important members of the marketing team to come up with creative ideas, and I led the social media campaign to generate interest in the revamped newsletter. The CEO joined the discussion and effectively ended it. He said, "Jathan, I'm in my 60s and have been in many organizations. I've never heard of an HR [function] like what you and Bob describe. It's intriguing, and maybe down the road we can consider it, but I don't think we're ready for that model now." Zarélsie Van der Merwe is an International Career Strategy Expert, Career Coach, and Migration Mentor - helping international candidates land dream jobs – globally. The Control cake was marked golden (5), yellow sponge (4), open texture (4), moist (4), dry (1) – this was our perfect cake. Several years ago, one of my clients in the health care industry decided to create a new position: vice president of human resources. The company had grown to such a size that its executive committee felt the need for a senior HR leader.

The new vice president of HR would report to the company's chief operating officer, Bob. I sat down with Bob and helped him create a "star profile," which is a list of the core behaviors that lead to success in the job.STAR Profiles are the difference between winners and losers in the New World of Work where employers demand much more than a list of skills on an analogue CV. Here's an example of how a star profile is used in the hiring process. To ensure that his company made a good hiring decision for vice president of operations, an HR director decided to use a star profile. After reflecting on the various needs, priorities and challenges of this position, as well as the personality styles of the key stakeholders with whom the vice president would interact, he came up with the following: But … most of us play our songs in the closet and then hide behind a list of songs on a CV, nobody hears the music or see the artwork! Being in privileged positions where they had no competition and could better negotiate their new salary/benefits Over the years, the company grew and prospered. Eventually, Mary was promoted to senior vice president with a staff of 22 HR professionals.