Recruitment is an essential process in any technology business. It’s also one of the most challenging processes. Learn about the three stages of IT recruitment. Before starting to talk about the stages of the IT recruitment process, is important that the person/company that will be working on this task understands the set of skills and the profile that will be needed for the position.
This includes understanding the job requirements and making the job description. According to JobSoid, this must contain:
A title
Duties and Responsibilities
Qualification and Skills
Compensation, Perks, and Benefits. In the software industry, there are some excentrical perks that some companies may offer. This is important because this makes your company more attractive to potential candidates.
For instance, Netflix offers to their employees, among others: Free lunches, Up to 12 months of maternity and paternity leave, and unlimited vacation days, within reason.
You don't need to compete in perks with Netflix or Google but you need to keep in mind that these are some of the most demanded topics developers look for when choosing a job.
So, if you want to recruit IT Talent make sure you have good benefits or choose a recruitment company that has it.
Try to provide services that make them grow as a person, that help them to develop, that contribute to their personal care, and that help to calm the mind in times of stress.
I am talking about inscriptions or discounts in gyms, meditation or mindfulness courses, or cultural activities that employees like, such as painting classes, and writing workshops, among others.
The first stage of IT Recruitment: Technical Testing
Once you’ve identified all the main requirements for the role, you need to start testing the skills of potential candidates. You might ask them to complete a technical test and conduct a live coding interview.
1. Technical Assessments: For doing these tests is helpful to use some of the online technical assessment tools like testdome and test gorilla.
Testdome is one of them, their slogan is "Stop wasting time on people who look good on paper but can't do the job. Find top candidates with work-sample skill tests".
On the other hand, Testgorilla says "Our screening test identifies the best candidates and makes your hiring decisions faster, easier and bias-free".
Of course, every company also may have its technical test platform or process.
2. Live Coding interview: This is a great way to find out how the candidate implements algorithms, his or her capacity of asking the right questions, and his solution analysis.
This step is usually carried out by a person with an outstanding technical background, and with a lot of experience managing teams.
The second stage of IT Recruitment: Soft skills testing
In addition to technical skills, there are soft skills that are just as important when hiring people for a new position. These include individual communication skills, social skills, problem-solving, and leadership abilities.
According to indeed.com Interview questions on soft skills allow you to explain personality traits that you can showcase in the workplace. They give us a sample of 10 interview questions and answers on soft skills.
Keep in mind in the interview to ask about topics such as:
Creativity
Empathy
Problem-solving
Critical-Thinking
Willingness to learn
Adaptation to change
Team-work
Open Mindedness
The third stage of IT Recruitment: Meeting with the Team Leader
At this point, the talent has already successfully overcome the technical assessment, the live coding, and the soft skills interviews. The recruitment team has done the job and technically he or she has been approved.
Now is the time for the Team leader, on the client side, to meet the candidate and check if there is a match between the parts.
This meeting should last no longer than 30 minutes. Talking about IT is a secondary matter. During this meeting, the Team leader will:
Ask questions about the candidate’s strengths and weaknesses
Previous candidate's experience.
Check the fluency in the communication.
Know more about the candidate's personal life.
This is also the time for the candidate to ask questions and resolve uncertainties about the work methodology, the team, the project, and the company's culture.
It is important to know that although the candidate has passed all the tests and has been technically approved, this step is crucial for the employment contract to be finalized.
If between the candidate and the client there is not a good atmosphere and communication does not flow, the client may reject the candidate.
Additionally, if the candidate is not satisfied with the client's answers and does not like something about the culture of the organization or the team or project, he/she can also leave the process at this point and not continue.
They will also discuss what the company needs from the new hire.
Basically is the moment to check if the two pieces fit.
Code Branch has been selected among the Top Recruiting Agencies by Designrush.
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