Setting up the role profiles – and what we were looking for in a candidate
The role profile documents evolved from cohort to cohort, based on feedback from previous users.
These documents are different to traditional role profiles. To start with they are not called role profiles, because the feedback was that some people might not understand the word ‘role’.
So right from the beginning we were thinking about layout and tone and voice to ensure we were reaching our target audiences. We were removing every barrier to people applying since language, appearance and content can create a barrier.
• The information you need before applying
• What are we looking for in a trainee
The role profile was split into two documents:
The language used was simple. The tone and voice was friendly, with a relevant photo on every page. The lines were spaced and each line in a table was given a different colour to make it easier for those with dyslexia to read.
We were aware that some people do not have access to a computer and would be given the information through flyers. So all the detail and information contained on the website was repeated in these documents.
‘The role profile document was really useful. It was useful for the property; the applicants and we used it with partner organisations. People did not ask questions because of these documents. The feedback was that they were useful and full of information.’