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About strategy and good questions (for a recruiter)

Like they say: "do what you love and you will not have problems with Mondays." Today we are talking about the hiring process and recruitment strategies without the frills from receiving an application for a vacancy until its closure. Let's think about the questions that, in my opinion, really needed to be asked at each stage of the work. So, let's imagine that we received a job request from a client and have already set up a business meeting.

Lets screen the market before meeting with the employer

I can say that I was lucky with market screening, because it has historically happened - I have friends from IT: Team Lead C ++, Lead Game Programmer, RoR Developer, Project Manager, Lead QA Engineer, Senior Java Developer, Marketing Director, Game Designer, Senior PHP Developer, Business Analyst, CEO, to whom I would like to express my deep gratitude for the responsiveness and assistance in professional matters. After all, I refer to their advices before I am going to meeting with clients.

What to ask:

  • Personal opinion of the expert regarding up to date market situation · Real salary level.
  • The quantity and quality of offers from recruiters, demands, competitiveness.
  • Technological trends (most trendy and desirable, the latest versions).
  • Recommendations

Meeting the employer / HR / team

It is preferable to do everything possible to build a communication process directly with a Hiring Manager ; it will help with  feedbacks and save time. But as it's not always possible, from the very beginning we need to get a clear picture of what we are dealing with. It is important to figure out what is not indicated in the formal job description.

What you should ask about:

  • About the company, products, plans for the future.
  • About the politics, values, culture.
  • About the project and it’s technologies.
  • About the structure and work methodology.
  • About the team.
  • About critical requirements to a specialist.
  • Expectations from a new employee.
  • Salary range.
  • A portrait of Hiring Manager / Direct supervisor , what he/she appreciates in people, with whom he/she prefer and like to work, previous negative experience
  • Vacancy details: how long it is open, what are the difficulties, stop list, desired start time. 
  • Benefits
  • Interview processes: number of stages, a possible test task, feedbacks.

(+ It is very important to build comfortable business relations between you and your client, to work on honesty issues, efficiency, trust, understanding of business and the market)

Strategy development

Search can differ. On my own behalf, I can say that every time my strategy has updated versions and it is impossible to keep up with them :) But I try to look on it as for a first time and experiment a lot with an every new search. Here, both interest in the company itself and personal motivation are important (whether it is wealth, fame, development or simple belief in the company). But first of all, you must understand the vacancy itself and be able to speak with candidates in their language, at least superficially.

What to ask yourself:

  • Can I describe the core information about the t the vacancy, whom am I looking for and where?
  • Where can I find such candidates?
  • How do make up a creative and comprehensive job description?
  • What resources will I use?
  • What tools?
  • How can I evaluate a candidate technically and by soft skills?
  • When the first candidate is going to be presented?

 

 Working on the feedback:

  • Feedback to the candidate after initial interview.
  • Feedback from the company to the candidate.
  • Feedback t from the candidate to the company.

Very simple recruitment plan, right? :)

What to ask yourself:

  • Am I responsible for the brand of the employer and for my own brand as a recruiter?
  • Do I want to keep in touch with candidates in the future?
  • Will I be able to pay back with time for feedbacks to people who have granted their time to me time for feedback to people who took the time for me?

Analytics after vacancy filling

I always keep my personal lists when looking for all kinds of specialists. I bring in the people with whom I contacted and write comments on them after communication, all the information. When a candidate receives JO, I can total up.

What to ask yourself:

  • How many people were found?
  • Which % of them did not reply?
  •  Reasons of rejections.
  •  How can I do better job next time?



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