You have to work very hard to recruit good people among your employees. And, of course, you will have to become an expert yourself and feel confident in this area. An excellent option would also be to contact IT or digital recruitment agencies, but its choice must be taken responsibly–read reviews about the companies, prepare questions and make sure the agency’s employees are qualified.
In Recruiting there is such a thing as a “full recruitment cycle”. To simplify, this is the hiring process from the application to the exit of the employee, where the IT recruitment agency leads the candidate by the hand! Below we want to talk about how the process of selecting programmers and digital talents takes place. What happens at each stage and why it is important.
Main steps
1. Application for selection
In order to start work, you need a task depending on the needs of the client. For without a normal TK and the result … you know what! The client fills out an application, where all the points about the company and the vacancy are specified in detail. This will make it possible to immediately select target candidates and “sell” the vacancy to a future employee, giving him the proper motivation to work in the company. Based on the information received, the company and the vacancy are studied, and the labor market is analyzed.
2. Detailed brief
After the application and verbal agreement on the working conditions, a contract is concluded. In order to dot the “I” and get to know each other better, a meeting takes place and each item from the application is analyzed.
3. Launching a job
There are two main options for finding the right person.
- Active search – we are looking for handles, we are working through all the resources (database, job sites, social networks, special forums, chats, recommendations, competitor sites, etc.)
- Passive search – we create an incoming flow of candidates (social media posts, email newsletters, targeted advertising, etc.)
Feedback from the client!
The key to successful recruitment is 50%. Detailed feedback is very important, especially with the first candidates. A reasoned “no” or “yes” will allow you to better understand in which direction to move and who is required. If the client is ready to meet with the candidate, then the agency coordinates all aspects of the meeting. You only need to meet and evaluate)
4. Interview in the company
After the meeting, feedback is requested from the candidate based on the results of the interview and a response is expected of the person. If the candidate has arranged everything and is ready to take it, then the next step is to prepare a job offer.
5. Offer and exit
If the candidate takes a break, then the search does not stop until the decision and the exit of the employee to the company.
6. Payment for services
Before leaving, all necessary documents are prepared in accordance with the contract and terms of payment for the hired candidate.
7. Adaptation of the employee
During the probationary period, the agency is primarily in contact with the candidate. Personally calls up, learns about his impressions in the first and subsequent working days. If something goes wrong, then the information is immediately transmitted to the client.
Every year in various countries certification and legislative bases are expanding for the emergence of an increasing number of IT specialists, where enterprises experience a particular lack of experts in narrow areas of knowledge. Educational programs, government support, technology cities and thousands of conferences are designed to unite mature professionals and motivate new IT people to self-development and learning. The more advanced technology industries become, the more acute the shortage of quality talent becomes.
