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What are the steps in recruitment (the process)?

Finding an employee is not just a random process. It takes time and patience to find a right person for the job that believes in the company's culture and has the skills to do the job well. Companies don’t want to waste their time on a wrong person, so they hire a professional to find an employee that fits the best in the company. So, if you ever went through the recruitment process, you know that there are a few steps that will lead you to actually getting a job.

What is actually the recruitment process?

A recruitment process is an important part of human resource management (HRM) that isn’t done without proper strategic planning. Although every organization or company has a goal to find the perfect person for the job, they can have a different approach to this process. Every organization and company is different, so what works well for one company may not work well for other. That’s why every hiring process is different and the person whose job is to find the best candidate has to be insightful.

One of the biggest prejudices about this job is that you have to just submit a position to online job posting boards and waiting for the applications to roll in. Not every A-level candidate is actively looking for a job, so recruiter should also approach people who already have a job. Further, they have to identify, recruit, interview, hire, and retain the best candidates available in the marketplace. So, let’s dig deeper into the recruitment process. This steps will help you understand why you have to go through all these interview and tests when applying for a job.

Step 1: Clear job description

Whether somebody just left a job and a company needs a replacement, or they want to open a new job position, a recruiter has to know what the company really needs from a candidate. That means that a recruiter has to prepare the complete job description that includes both hard skills and soft skills. Nevertheless, they can’t just copy the description that was made before the last employee left. IT recruitment agency has to update it and put all responsibilities needed for the job. A clear job description will enable candidates to understand what is required of them and motivate them to apply.

Step 2: Planning the process

Once a recruiter is done with identifying the hiring needs, they plan the process - how many people will they call, which communication channels will be used, how will they approach to people, etc. Preparation is the key to success and it will make recruitment much easier. The plan will save both IT recruitment agencies and candidates time.

Step 3: Hunting for potential candidates

Companies usually share a job application on all social media platforms they have and advertise it, but they shouldn’t wait for candidates to approach them. Sure, maybe the perfect candidate will apply, but the recruiter has to “hunt” for high-level A-players by using other channels. Perfect candidates aren’t going to rain down from the sky, so companies should try to find them on LinkedIn, social media groups, or even ask someone for a recommendation. As you can see, there is a reason why people call recruiters “headhunters”.

Step 4: Recruiting the best candidates

It’s time to identify and recruit candidates that match a company’s needs the best! Good candidates should quickly and clearly highlight if a recruiter follows the job description. However, companies should sell the story about the company and convince candidates that this job is a great opportunity for them. Top IT professionals are not interested only in the job, but the company itself. The company culture could be the turning point for them. However, recruiters should inform all applicants about the status of the application, whether they got to the next step or not.  

Step 5: Testing

For some companies, the next stage is to send a test to top candidates and see if they were telling a truth in a resume. For others, the next step is an interview. A test can help companies find A-level candidates and see if they are able to get the job done well and fast. Usually, you have a limited time to finish the test, but this is the opportunity for you to see what you know, and what skills you should develop. After testing, companies will have a much shorter list of candidates that will get to the next stage of the recruitment process - the interview.  

Step 6: Face-to-face interview

When it comes to the interview, it’s important for both recruiter and candidate to be prepared. This is a moment when companies should find out more about the applicant’s background, skills, and even personality to see if they fit with your company’s culture. Recruiters should make a list of information they need in order to make the interview session much more structured. However, this is not a one-way conversation because A-level candidates want more than just a job. They want to find out more about the company, so the recruiter job is to sell a story, tell them about benefits they’ll get if they start working for them. Nevertheless, if the interview last too long, top candidates can lose interest in the company. A candidate may be interviewing with more than one organization, so the recruiter has to inform them where they are in the process and what to expect in the near term.

Step 7: Offering employment to the best candidate

Hiring the wrong person can be extremely costly, so recruiters have to double check all references and other information they have about the chosen candidate. The offer stage is one of the most delicate stages of the recruiting process and IT recruitment companies should never take for granted that a candidate is going to accept an offer. However, if they’ve done all of the proper work beforehand, everything should go well. Sometimes, they will have to extend the offer, so if they are sure that they’ve found the right person for the job, the company should satisfy the candidate’s expectations.

Step 8: Hiring proposal

In the best case, the candidate will accept an offer and take a job. However, they may reject it so IT staffing agency will have to offer a job to the next candidate on the list. Once they find the candidate that is satisfied with the salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate, they can sign the papers.

Step 9: Onboarding of the candidate

Once a candidate does accept the offer of employment, and the official hiring is done, HR department should prepare the onboarding process that includes a welcome session, shadowing for a period of time, and a follow-up. The chosen candidate should feel wanted before they officially join the organization, and HR should also check them from time to time in order to see if they are satisfied with the job, company and team members. Remember, the goal of every company is to retain this employee.

Ready, steady, go!

The recruitment process is an opportunity for you to see what you know and what skills you have to improve, so don’t be disappointed if something goes wrong. It’s important to look at every job opportunity like it’s the only one - you have to adapt a resume and motivation letter to the particular company. You can see what they need from a job application and their website so you can underline the skills and experience they need in your resume. These steps will help you understand how IT staffing agencies work and prepare you for the next step, but remember that every company is different. Going through a recruitment process over and over again can be stressful and exhausting, so make sure that you’ve done all of the proper work beforehand. Maybe the next job offer is perfect for you, so good luck!

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Learn how to become IT recruiter

Are you ready to become an IT recruiter?

Finding an IT professional that fits the best in a team and has required skills isn’t an easy task. There are many people who present themselves in CV different than they really are. Some of them overestimate themselves, while others do the opposite, so a job of a recruiter is to find out a truth about a candidate. There is one thing that distinguishes a great recruiter from a good one - an attention to details. This job requires more than finding names, emails, LinkedIn profiles, etc. So, if you’re still interested in becoming a recruiter, let’s find out what you can do to become one.

What does a recruiter actually do?

People sometimes call recruiters “headhunters” for a reason - they are usually a human resources (HR) professionals whose job is to identify and pursue candidates for potential job openings. Once an individual expresses interest and enters the application process, recruiters job is to check if a candidate has all requirements and qualifications for a job, but also to see if they fit to a company’s culture. This is the first, initial stage of assessment, so if the candidate passes it, recruiters will arrange an interview between the job candidate and key staff within the client company. As you can see, the IT recruiter is a connection between a company and a candidate, so their job will continue after the second stage, whether they decide to make an offer to a candidate or not. They negotiation over salary and other benefits, or inform candidates that they didn’t get a job. You may work as an in-house recruiter or a company can hire you when needed. Either way, this is a surprisingly fulfilling job that you can feel proud of each day, and the salary is not bad at all. Nevertheless, as IT recruiter you will have to understand the nature of the job they are hiring for so you may need IT skills as well. Recruiters are not career counselors Recruiters aren’t mind readers, so it’s not their job to look at a resume and immediately understand where a candidate would fit into their organization or to suggest which career path they should choose. That’s why candidates sometimes have to go through few stages of interviews. Also, candidates job is to know what they want and what is their goal. Recruiter job is to find good candidates, and they try to keep the process flowing smoothly.

Qualifications for becoming a recruiter

Nobody goes to college with the goal of becoming a recruiter, but they fall in love with this profession while studying human resources, business or other related fields. Some would say that there are no particular education prerequisites to becoming a recruiter, but your qualifications matter to clients and companies, and they should matter to you, too. So, depending on position, you may need these qualifications in  your CV:
  • High school diploma
  • College degree
  • An associate or a bachelor’s degree
  • Background in human resources
  • Knowledge of employment laws
  • Experience
Not all employers will require a degree, but it could enhance your marketability in the competitive job market. It’s also possible to switch from programming to IT recruiter because it’s very helpful to have knowledge about informational technologies. Why? Well, to understand why a company wants to hire a front-end developer with an experience in React, you will need to have some knowledge of this field. Nevertheless, everything is possible if you’re willing to work hard to become a recruiter.

Technical and non-technical skills

As you know, your job is to find talent but to do so, you have to be talented, too. Further, you will need both technical and non-technical skills to become a recruiter. Soft skills are very important because you will work with people all time. As you need to fully understand clients and candidates needs, you have to be able to listen actively, as well as to make decisions and solve problems quickly. Next, strong written and verbal communication skills are also a must, along with negotiation skills and well use of time management.   When it comes to technical skills, there are some basics that you have to understand, such as computer and internet skills. Nevertheless, you may need a medium understanding of SEO and social media as well. Moreover, most IT recruiters have acquired the technical expertise and knowledge in order to fully understand the nature of the jobs they are hiring for. Because of the advent of technology, you may have to learn something new every day, even if you’re established recruiter.

Any experience is important

If you start an internship while you’re still in a college, it will be easier for you to find a job when you get your degree. Any past experience matters. For example, if you had worked in customer service department, it can show employers that you have the interpersonal skills, which are important for this position. Some recruiter agencies require direct experience working in HR, some not, but you have to show them that you’re able to adapt to a new position. You have to be willing to continue your education, to finish some courses and learn from others.   
   

Boost your visibility in recruiter society

While you’re still learning, it’s a good idea to connect with other professionals from this field. Social media platforms are great for that - you can join a group on Facebook, connect with other recruiters on LinkedIn, or find some meetups where you can talk with both starters and established professionals from the field in person. Moreover, you can join the Society for Human Resource Management(SHRM). This is a good choice for many reasons. Firstly, they offer a number of professional certifications to boost your resume. Secondly, they will show prospective employers that you’re serious about your recruiting career, not to mention all the connections you will make. Who knows, you may get a job if you continue spreading the voice about your work.  

Your first job

It’s time to put your skills and knowledge in use. The thing is that you can have all the qualifications in the world, but if you don’t make placements, a recruiter agency will fire you. On the other side, if you don’t have experience or all skills for becoming one, but you’re passionate about a job and have good recruiting metrics, they will definitely keep you.  For many people becoming a recruiter is a starting point for many different career paths such as HR leader. To become one, you will have to get experience in performance management, organizational development, employee engagement, succession planning, and personnel management. Don’t hesitate to dream about next step in your career, because it can motivate you to do more.

Talent finds talent

Can you imagine yourself working as a recruiter? If it drives your passion and if you find it fulfilling to know that you can help people find a job every day, you’re on the right path in your career and life. Yes, there will be many challenges, but you should enjoy them. You’re working in a competitive space, so keep learning and do everything you can to understand the industry and to stay up to date. Read reports, follow influencers, go to courses, and connect with other professionals from the industry. Throughout your career, keep asking yourself the question “How to get better at recruitment?” and remember why did you start in the first place. Enjoy this journey because your work makes a significant difference in the lives of others.  
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Build an Online Presence and Make Connections as a Junior Developer: How to Start?

So many established developers are already getting people’s attention online, so why should you even try to get out there? Well, because you can and because it will help you in so many ways. For example, you will rank better on Google, so when potential clients search your name, they will find your work quickly. Next, you will get noticed! Having a discussion with other professionals can help you learn and find a job opportunity that’s the best for you. That’s why having a blog and online portfolio is essential in IT world.

Moreover, an online presence is a must-have thing for a developer because you’re building your personal brand. So, let’s start branding!

Why and how to start blogging?

Blogging is freeing experience - you can use it as a way to show your personality and interests outside of code. Still, coding is the priority, so you should start writing about programming even though you’re not an expert. Write about your learning process, what did you try and what had worked the best for you. You know some useful websites or tools? Write about it! Go outside your comfort zone and start typing.

Creating a blog is simple and it doesn’t have to be flashy or expensive - you can use a Wordpress blog with a free theme, or you can write on platforms such as Medium or Jekyll. As this may be your first blog, the important thing is not to overthink. Just write about topics that inspire you, because the most crucial thing is that IT recruitment agencies and like-minded people can actually find you online, see what you’re about and contact you if needed.

Another goal is to document your learnings that will be useful for both you and your audience. Don’t try to sound too smart and to share advice about topics you’re not familiar with. You’re just starting your developer career, so don’t act like you know everything.

Further, a blog will help you connect with people and discuss things that are trending in the industry. So, when you use new technologies, you will have someone to ask for help or advice. This may be the most awesome benefit of blogging - connecting with strangers you have something in common. Let’s be honest, you can’t talk about coding with everyone, so chatting with these people may be relaxing for you.

The blog is your voice

There are few things you should consider before starting a blog. Firstly, pick a blog name carefully. This is something you can’t just change. A blog name should set the tone of your blog, and tell people what you’re actually writing about. This also refers to your web address. Secondly, you have to think about the visual identity of your blog. Determine your blog’s color palette and keep this identity on social media platforms, too.

You are creating your blog’s personality, so you have to think about details. When it comes to your writing style, you have to sound like a human while writing, so you have to inject a bit of your personality into your content. Standing out from others is not a simple task. Your style and authenticity are the things that will attract people, so they will keep coming to see what’s new on your blog.

It’s important to stay consistent to your blog voice and to post regularly.

Choose the most respectful form of yourself and your passions because it’s hard to remove and forget what’s done in the online world. People are judgemental, so don’t let them turn you into a crabby person. Think twice before you post, and keep it respectful.

The importance of tidy Github account

GitHub can help you show your best work in developers community, as long as you tidy up your account regularly. You can highlight your most elegant code and projects you’re proud of but you can also learn from other developers.

Moreover, this is the best way to present yourself to IT recruitment companies. You may have a number of skills written in your CV, but recruiter can check on GitHub if you’re lying about it. Your code will tell them more about your work then your CV. That’s why you have to make sure that your account is not messy and half-finished.

Update account regularly and delete projects that you don’t have the intention to finish.

Here is a piece of advice - update account regularly and delete projects that you don’t have the intention to finish. Push code for both big and small projects. Don’t underestimate small projects because they can show that you have initiative and passion to develop in the field. Your account should present you as a compelling candidate, so don’t let IT staffing agency reject you before even hear from you.

Make a portfolio website

Are you credible to write about coding? You have to give people evidence of your accomplishments so they can believe you.  Give them first-hand evidence - pictures, links, references, publications, etc. A list of your skills is simply not enough. You have to organize and update your portfolio, add insights into the technologies you’ve learned and into the problems you’ve solved. Moreover, you can add your blog to your portfolio, so people will see how passionate you are about coding.  

[caption id="attachment_319" align="alignleft" width="602"] Credits: https://dzonint.github.io[/caption]   Everyone should make a portfolio, especially front-end developers and UX designers. If you’re one of them, established websites such as dribbble or Behance can help you get inspired and heard by other professionals.

Branding on social media

You may not be much of a social media person, but you have to make an effort to present yourself at your best. LinkedIn is a must-have in developers world, but Twitter will also help you build an online presence.

[caption id="attachment_322" align="alignleft" width="200"] instagram.com/wibibibiii[/caption]

A recruitment agency that has a perfect job for you may find you on LinkedIn, while on Twitter you can connect and actually discuss some topic with most prestigious CEOs. Both social media platforms can help you stay up to date and see what’s trending in the industry. You can even find out some interesting events and meetups that will help you connect with people in person (Meetup is also a great place to find events for developers in your area).

However, you have to watch out for mistakes! Your posts can see everyone, so make sure that you’re decent, kind, but also interesting and unique. Photos of your meal or inappropriate jokes are a no-no in the professional world. You are branding yourself, so you have to give people some kind of value. There is a thin line between being cool and unprofessional. As you can see, you have a choice, so try to present yourself as an intelligent, ambitious team player. Remember, your reputation is important, so don’t let an inappropriate post damages it.  

Expand your audience

It takes time to brand yourself, so you probably won’t have many visitors on the blog at first. Remember, you’re doing it for yourself, so if you’re consistent and devoted to your work, people will keep coming.

Start small - share your post with your friends and colleagues. Ask them for feedback, so you can improve your content. After that, you can share your posts on forums or even websites such as Reddit or Hacker News. Nevertheless, once you establish yourself as a blogger, you may have to deal with criticism. Don’t let this kill your enthusiasm for writing and remember your goals in these situations - you want to learn more by writing, to connect with like-minded people and boost your online presence. Also, social media platforms can also help you boost your blog traffic and expand your audience. Make sure that your content is catchy, so people will like, share and comment your posts.

Your passion is your gift

Yes, having passion and experience is the best combination, but you’ll get there. Passionate people learn quickly, enjoy their work and don’t give up after the first obstacle. Don’t underestimate an online presence because it can help you connect with many professionals and IT recruiters that will help you boost your career and establish yourself as a credible developer. Stay consistent, get up and code!

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How to hire a suitable tech recruiter

You don’t have to be a recruiting expert or a hiring master mind to know there are certain rules and requirements that need to be obeyed and fulfilled in order to have a fully functional and above all motivated team. Welcoming new members aboard can get surprisingly difficult sometimes (even if you followed all the instruction and your instincts too). Recruitment agencies are there to help you avoid these situations, but you should acknowledge the fact they’re not unmistakable either.   The good news is that chances of having hiring doubts and problems can certainly be minimized (let’s not be pretentious and speak of completely eliminating these odds, at least for now). Good HR strategy can substitute the usage of crystal ball and help you spot potential problems before they actually occur.    And you’d need the right staff to create a successful staffing strategy. There’s a whole set of rules and distinctions when it comes to recruiters too.

What does it take to succeed as a tech recruiter?

  • Dedication with a dash of gazing 
First indicator of crafty (and hirable) IT recruiter is patience. Recruiting, when being done properly, requires time. If someone’s willing to tiptoe around a LinkedIn profile (and possibly around other social media profiles - no stalking potential intended), plus to be regularly checking out other platforms and sources, he might be a keeper. This patient tech recruiter will look into (almost) everything that can possibly be useful and found online. He’ll track down information about candidates (and clients when needed) and he’ll categorize it carefully and methodically.    Keeping colleagues in loop and keeping files, CVs, documents and information organized will contribute to success of the whole team involved in recruiting and hiring (no matter how big or small the team might be). Even if there’s one single recruiter working for you, his behavior and competence (or the lack of it) might easily effect the entire company.    So - Don’t choose a sloppy recruiter, he’s almost destined to mix up names and available positions and the next thing you know – you’re hiring a Senior Ancient Greek Satyr (priceless for development of 5th century B.C. theater but inexplicably bad if you’re developing a team of IT experts).    And here’s the thing – every recruiter should examine those professional (and/or social) networks. But he has to know about boundaries and make sure never to cross certain lines.   
  • The thin line between being thorough and plain scary 
The worst case scenario – a recruiter being desperate and needy. If a recruiter messes up big time and confuses a bunch of stuff, or seriously mispronounces some names and tech terms – there’s still a possibility they’ll miraculously manage to persuade a developer into considering their job offer. However, being winy or tedious will surely get them a one way ticket to “seen”.     If you’re looking to hire a tech recruiter, make sure he knows how to deal with deadlines, stress and ultimately – each recruiter must know how to communicate and distinguish persistence from perpetual, compulsive texting. The kind of individual that’s willing to exchange quality for quantity is very much likely to send texts without true substance (which will lead to extremely poor response rate, and then back to more pointless texting).   Yes, recruitment gets difficult sometimes, the market keeps getting more competitive and everyone’s in a hurry to hire. But this is no excuse for anyone to come off as borderline obsessive. Following up every now and then is a must, just make sure they know the frequency limit before they end up characterized as literal head-hunters.   (x) Cold-calling is out of the question. (x) Emailing or texting until you’re blocked, banned, or ostracized are not allowed. (x) Generic texts and copy-paste messages aren’t welcome. (x) Irrelevant information and redundancy are inadequate and will most likely be ignored.  
  • The importance of questions and coffee
Recruiter is indirectly taking part in your employer branding. This is the person that should represent your company with all its’ values. They need to be fully aware of the priorities and they should be asking questions about basically everything.   

Be specific about what truly matters so they can spread the word. 

Let’s imagine for a moment you’re contemplating a career change. You’re receiving some offers and this really poetic text hits your mailbox. You’re being informed about some utopia among IT companies, everyone there has some cool Tolkien - like title and they’re all having so much coffee you can’t help but wonder if the job’s actually on a plantation.  Feeling special because you received an offer like this yet? Of course not, you know better. So does a (potentially) good recruiter.  

Attention, employers! Do not withhold information from our fellow recruiter.

If the employer (or some other person in charge) doesn’t provide a recruiter with the necessary information, the result might sound like random babbling about unicorns, rock stars, vegan burgers etc.   

Recruiter needs to be all about the questions. 

And they need to be well informed and up to date. You should be looking for a tech oriented HR enthusiast who’s asking the right kind of questions and who’s able to correctly rank benefits from “very important” to “wow, look – a doormat that glows in the dark”. It’s easy to spot a person who’s eager to learn and develop new skills. Successful recruitment has very little to do with seniority itself sometimes. Have this in mind while hiring:
Experience does not necessarily equal the amount of time spent doing something.
They should be asking significant questions, and so should you. 
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5 simple Interview Etiquette Rules

Interviews have become inevitable parts of hiring process in basically every domain nowadays. When it comes to tech oriented companies and IT experts, this whole hiring process usually consists in two separate types of question sections. Recruiting and staffing companies or HR departments and in-house HR managers often represent the initial part of this procedure.

 

There’s more to recruitment than checking out LinkedIn profiles, collecting CV’s and making developers count tennis balls in an imaginary school bus. These interviews should be carefully prepared with the idea to provide and collect all of the relevant information – from and to both ends. Both sides are entitled to be properly introduced to each other and that makes this hiring chapter significant.

 

There are a few pretty simple rules that can be applied to various situations and sections of daily working life, and everyone seems to be forgetting about those rules every now and then. These seemingly small gestures and tiny inadequacies can make a big impact sometimes, especially if they coincide with a job interview.

 

1. First impression – Avoid cases of mistaken identities and typos

Before a candidate officially arrives to the interview, some emailing is unavoidable – there must be at least a brief invite and confirmation involved. Someone might be in a hurry or someone might lack the concentration for only a moment, and it’s when Murphy’s Law kicks in and creates cringe worthy texts.

 

IT recruiters have a lot on their hands and on their minds. It’s easy to make a simple mistake and send out a wrong message.

 
  • One of the most common mistakes is typing in a wrong name. There are numerous reasons for this to happen and it can actually be perfectly understandable in some, if not the majority of cases. But the cold harsh fact is that if a recruiter makes this sort of a mistake, there’s an insanely high percent of chance that a developer will rather change his name than agree to change his job.
 

And yes, this addressing malfunction is usually presumed as a typical copy-paste syndrome and recruiters can be scolded to infinity and beyond when something like this occurs. But it’s a two way street and this goes out for everyone: Dear Recruiters and other tech and non-tech people, double check your texts before sending them. It’s cool to take a moment and make sure you’ve got everything right.

 
  • This double checking also implies typos and similar errors, disastrous products of autocorrect, grammar-nazi-proofing your emails etc. So sit back and take a quick glance at what you wrote.
 

2. Punctuality – First impression, part two

Once you’ve said yes to a meeting, make sure to arrive on time. This might easily seem like the most evident fact ever, but it somehow manages to become an obstacle in the most inconvenient moment. Calculate and recalculate the route you’re planning to use. Be careful when scheduling – think of the first step and double check your calendar, reminder, alarm clock, that one colleague that always remembers stuff, notebooks, agendas, or a fortune teller if necessary.

 

Knowing the value of time should be number one on everyone’s list of priorities. Not being able to achieve a goal or fulfil a task successfully within a previously agreed time frame can be interpreted as disrespect. It’s the same with showing up late at an appointment. And if that appointment happens to be a job interview – you’re a very unlikely candidate to be taken seriously. If you’re the person in charge of conducting the interview, well you’re just about equally doomed. Time quotes are related to way too many clichés, but time does need to be treated as one of the most valuable resources.

 

3. Dressed to recruit!

Another variable you should count in when having an interview (or a business meeting) is the appearance. Many IT and Recruiting companies, typically small businesses and small and/or remote staffing companies are about the laid back approach. It means flexibility in more than one aspect, and it surely means casual slash non existing dress code. But meeting a new client, business partner or employee could entail a new set of the rules.

 

Large IT companies or small IT companies with the tendency to appreciate suits and ties can hire (for example) a remote HR team. They might need sourcing or end-to-end recruiting services. And the team they’re looking to hire must fulfill the certain requirements regarding HR solutions and recruiting skills, but to them it’s also important to maintain the certain image.

 

Make no mistake – dressing for the occasion isn’t about the style itself, it’s about showing interest in a company’s culture. It’s being respectful. It’s also a part of necessary background checking.

 

So if you come from the track suit and yoga pants friendly working environment or from a remote job, take a good look at what’s appreciated in the company you’re paying a visit.

 

4. Did someone say background checking?

Each HR manager and IT recruiter should know the importance of assembling facts and information while doing their sourcing sorcery thing. They do need to keep track of literally everything regarding a hiring process – collecting and saving info, keeping colleagues in loop and sharing data.

 

And every tech recruitment agency must have its own system to preserve information and contacts. Recruiters are ought to use all sorts of tools in order to easily find details they need at any given time – documents, spreadsheets, etc. But it’s equally or more important to gather facts in the first place.

 

An HR must be thoroughly prepared for the interview. It does mean to have a good look at the CV, business and social media network profiles of a candidate etc. But it also requires some extra time to look up the company he’s currently working in or the last job he has had.

 

It would raise the right questions and hence lead to relevant answers – the recruiter will actually get to know about the candidate and his goals and values. This kind of approach might give the interview a much needed friendly factor and it would shift its concept from questionnaire-like form to an actual conversation.

Which leads us to the next subject.

 

5. How many golf balls can fit into an angry developer?

As we just established – inducing the right questions is the proper way to conduct an interview. What really matters is…

Well, it’s personal. It’s individual. It’s changeable. It depends on numerous factors.

And you, fellow recruiters, should hear all about it. Rather than asking textbook questions let the candidates speak their mind. Be genuine and kind of spontaneous.

OK, we need to face one fact – some of those “typical HR questions” are actually a must. No one is particularly impressed by them, but some bits of interviews have their purpose and should be accepted as such – less than fun but more than obligatory.

 

Asking these questions about someone’s actual aspirations and intentions will give a recruiter the insight in what might interest a candidate. And his preferences are mainly not about the new coffee machine or a possibility of beer pong tournament. 

 

Tell them about some truly good, and we’re speaking LONG TERM good stuff your client or employee has to offer.

 

Members of remote HR solutions teams or IT recruiting agencies need to go an extra mile in order to become deeply familiar with all of their clients’ requirements and with their goals and plans. And their clients must be aware of this and keep them posted and well informed.

 

These are some fundamental methods and tricks a successful recruitment strategy should consist of. We’d be happy to hear and/or say more about this subject. Let us know what you find significant and let’s do our best to improve hiring process.

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What is Pay per Stay?

Switching jobs or looking for people to join your team takes a significant amount time and even more dedication. The entire hiring process implies a lot of searching and questioning on each end, but it also brings a certain feeling of accomplishment once this difficult task is successfully fulfilled. Our job is to be that link between talents and those who are looking for an opportunity to meet them and invite them to make their team even more exceptional and productive. Knowing we’ve done something good and contributed in someone’s career is what keeps us wanting to improve our ways. And we’re managing to grow by constantly finding solutions for problems our clients and candidates frequently come across. One of the ideas we came up with to make hiring easier and accessible for a variety of companies is called Pay per Stay method, and it’s actually very simple and efficient.

The Rubik’s cube

Each business owner is faced with numerous challenges and often with difficult decision making. The responsibility for maintaining each part of the company highly functional becomes a standard part of the daily routine. To put this simply, here’s what it is like for an entrepreneur: a coffee break followed by a full time contemplating and “what if”-ing section of the day.
Even though there are many amazing people with all the necessary skill sets, knowledge and all kinds of mojo any company would gladly welcome aboard, there are numerous small but inevitable factors one must have in mind when hiring.
Finding “the perfect match” is like trying to solve a Rubik’s cube – everything must fall right into place. Only in this case it’s a little less colorful and far more realistic. This Rubik’s cube is about structuring many elements, but these might pop up as the most important ones – the candidate must have certain tech skills required for the certain position, then there’s the part that’s often called “a culture fit” (and we’ll use this term until we come up with a more suitable one), and there is the always tricky question of a budget. Luckily, this is when our Pay per Stay method jumps in and saves the day. Or at least saves you from the notorious so called cash burnout syndrome. Before reviling the actual concept of this payment method let’s take a moment and explain what collaborating with us implies. Our number one priority is to collect all the relevant information about you and your company in order to reach out to the right crowd. Your first step would be to provide us with all the details about your current aspirations and future plans. And we’ll handle the rest – sourcing, screening and interviewing would be our preoccupations. Your next task is to check your inbox regularly and have a look at all the resumes we collected. It’s time for you to get introduced to experts interested in your projects and eager to hear more about what is it that you do.

The What Ifs

After carefully considering resumes and getting properly introduced to the candidates, you chose to hire someone. No matter how thoroughly we searched for suitable candidates, there is always a variety of potential scenarios, and unfortunately there’s always a slim chance something might not turn out as you planned. So, in case you decide that a person you hired does not entirely meet your expectations after all, you would need to do something about it. And that “something” is usually a code word for terminating the contact in majority of cases like this. What comes next? Well, our Pay per Stay method would surely cut your expenses if something like this happens.
And hopefully it will also cut your stress level in half.
The agreement we would offer you consists in dividing your payments for our services into 12 equal monthly fees. Think of it as a sort of insurance that if things go wrong you won’t be losing both – the new employee and the capital you invested in this whole hiring process.

The honest model

If we’re all down on our luck and your collaboration with the employee we introduced you to breaks for whatever reason, we would immediately stop charging you. The next step is entirely your choice – we could look further and find someone to take the first candidate’s place. We would appreciate any feedback from you and it would be more than helpful if you provided us with as many details about what went wrong as possible.  This way we can have all the pieces of this hiring puzzle together while looking for a new member to join your team. If you go for this option and let us keep searching for the person that will fit perfectly into your team, the payment method would remain the same. But the very good news for you is that we wouldn’t start charging you from the very beginning once you hire one of our candidates again. For example, if the first candidate you’ve decided to hire leaves after two months and after a while a new one comes along and you choose to welcome him to your team, we would send out our monthly fees as from the third month. All kinds of expenses on your end would just be paused for a while so that you can retain the necessary resources until we find a definitive match.
This brief introduction is meant to show a little bit of what we stand for.
Pay per Stay method of charging was created with the idea to encourage those who are in charge of smaller teams with the tendency to grow and those who are looking for a way to start their own business. What triggered this idea is the fact we are also a small group of people gathered around a goal to do something big that would hopefully have a positive impact on everyone we work with. Feel free to get touch with us. We would love to hear from you and get to know you. And we’ll gladly tell you more about our approach and our ways of making hiring easier and cost effective.
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