A well-planned recruitment process not only helps encourage talented professionals to help your business to scale and grow properly, but also reflects well on the professionalism of a company. That company, in turn, saves time and money by picking the right people to fill important roles.
In this article, we will demonstrate how the recruitment process at Base B is built, and how we attract the best possible specialists in our market to work directly with our clients in remote engineering teams.
The recruitment lifecycle at Base B consists of seven interrelated steps.
1.Identifying hiring needs
In the very first stage, we prepare a targeted job description, and make sure that all decision-makers are aligned regarding the position, its specifics, and the needs of the employer.
When building a new team from scratch, we create candidate profiles not only from a technical perspective, but involving soft skills, values and maturity level by competencies needed for effective collaboration within the team.
It is really important for us, as Base B, that a functional autonomous team (and each member of the group) is aligned on the value of the product and what it takes to bring success to the company as part of a remote engineering team.
2.Talent search strategy
Next comes developing a talent search strategy. For this we use both referrals and external sources of recruitment.
a. Referral recruitment
This is almost always an efficient way of sourcing talent. This is because these connections are built on trust, on people knowing the specific needs of an employer and company, and on bringing professional and personal qualities needed in those positions. As such, it saves a lot of time and money if an internal candidate, or a referral, can be found.
This process can also be an HR tool to measure people’s satisfaction in a company - several studies have shown that the more a person is satisfied with the job and employer, the more they are likely to recommend the company to their friends in that field.
b. External recruitment
External sources offer a wider pool of candidates. We use various job portals, social media, and promotions and, in some cases, placement agencies to speed up the process of hiring.
External recruitment sources are also a great marketing tool for a company – an integral part of our employer branding.
3.Shortlisting and pre-screening
This stage is an important step for the recruitment process, we shortlist candidates on the basis of qualifications and relevant experience mentioned in their CV, aligned with the vacancy and employer.
To that end, we use video calls to talk with the candidate, in order to flag any concerns or queries in the resume, so they can be clarified before or during the interview.
We use face-to-face interviews to identify if the candidate is suitable for the role. Our interviews consist of several parts, where we look to assess soft skills, level of maturity, leadership qualities, and technical expertise.
We also talk about our company and about the client, what it is like to work with us and what our vision of the future is. A good interview should first of all be an interesting conversation, and one can often learn more about a person though analysing the questions than through listening to the answers.
On some, rare, occasions we provide a test task after an interview.
For the coronavirus quarantine period, we conduct interviews online.
After an internal interview, we select the most suitable candidates for the position and write detailed feedback from a soft- and tech-skills perspective on each selected candidate, providing our recommendations.
Although our clients interview as they would for any other role within their organization, we have some advice to help things go smoothly.
Our tips for clients conducting interviews:
- Candidates will be wanting to ask questions too – this is because they are making an assessment as to whether the company is a good fit for them. Be open, respectful, and try to sell the benefits of your organisation and of the position you are interviewing for.
- Prepare questions and competencies based on the resume, position and recommendations beforehand – it will provide you with deeper insights as to whether the candidate is suitable or not.
- Ask open and relevant questions – it will help you understand how the person would react in certain situations. It is also a good idea to pay attention to body language during the interview.
6.Evaluation and job offer process
The evaluation and job offer process is the final stage in the recruitment process.
Together with the client, we choose the ideal candidate for the position and provide that specialist with a job offer.
We don’t take for granted that the candidate will necessarily accept an offer, but, if the person has completed all the recruitment steps and waited for the final decision, there is a considerable chance that the candidate will accept an offer of employment.
We always take care of people who were not successful in our interviews. On their request, we provide full and detailed feedback on what their strengths are and what they could improve in the future - a lot of rejected candidates turn back to us at a later date and for other positions, because they appreciate our recruitment process.
7.Introducing the new employee
This is also called the “onboarding process”. When a job offer is signed and a new employee is hired, we give all the help needed, from documentation to a one-to-one meeting to make first days in the company more comfortable for newcomers and introduce the new hire to the organization.
If a recruitment process has clear steps that are followed consistently, it makes it easier to find an individual who is a good fit for a role.
Here is some recent feedback from candidates on the Base B recruitment process:
“The recruitment process at Base B left me with a pleasant impression. During this period I got to know six people - five employees, and one partner of the company. A nice feature of everyone is their openness and positivity in conversation, which in turn made communication easy.
It is worth noting that everyone behaved very professionally, and it was clear that everyone had extensive experience in their field. In each conversation I felt there was a strong focus on the company's values, instilling confidence in me that the future team would be made up of decent, professional people.
Throughout the recruitment process (and beyond), the Base B recruiter regularly provided important information and quick, clear, and complete answers to all my questions.”
“What I liked most was that the recruitment process went quickly, and I liked the line of questioning. From them I concluded that you are looking for a person with wide experience, not a specialist who necessarily knows the same as the interviewer.
In general, everything was easy, prompt and concise. Recruitment is the face of the company, and this process left a good impression on me.”
Take your first steps towards building a remote engineering team. Talk to the experts at Base B.