Infor Recruitment Team Leader Agnieszka Pić and EMEA Graduate Recruiter Lead at Infor Agata Żelazna share their advice on how to approach recruitment strategy in the IT industry.
How to approach verifying candidates’ needs?
Agata Żelazna: Respecting the time of both the candidate and the recruiter. That is why at the very beginning you should verify the key information and needs. This is primarily information about the form of employment and financial expectations. The form of settlement with the tax office is important for candidates because in some cases it is possible to include the author’s costs of obtaining income, and some companies cooperate only on the basis of a contract of employment or only on a B2B basis. Therefore conduit cn telephone number data at recruit specialists the very beginning, when we send teasers on LinkedIn, it is worth specifying this data in the first message and adding a handful of information about the type of project itself: whether it is mainly a project related to maintaining already created IT products or related to writing new functionalities, whether you will be joining a new team or a team that already exists, whether the project itself is already developing, or is it a so-called greenfield and we are only at the stage of selecting tools. The teaser itself should be very short and cover a maximum of 3-4 lines. It should be a so-called flash , which the candidate can read on a mobile phone on the bus.
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Agnieszka Pić: It is very important for a recruiter to cooperate with the recruiting manager and precisely specify their requirements regarding the person who will join the team and what tasks await this person. It often happens that at first glance it may seem that we need a senior, but after the interview it turns out that the tasks waiting for the candidate are simple, repeatable and can be handled by a person straight out of college. This is important information from the point of view of the budget and the waiting time for such an employee. Additionally, if there is an opportunity to talk to someone from the team, then take advantage of it. It is worth asking about how the team works, or what tools are used. This allows you to specify even more the duties, tasks and scope of work.
What does the concept of new quality of recruitment mean? Does the IT industry differ in terms of recruitment stages and communication from other industries?
Agnieszka: Our industry has made the transition to remote meetings very easy. Technical interviews via computer with the option of sharing a screen quickly became the standard. The problem of accessibility has also disappeared children’s day – remember 5 campaigns that are true classics! because both the manager and the candidate currently work from home in most cases. However, what distinguishes recruitment processes in the IT industry is the speed of their course. Everything takes place during two interviews and is completed in a maximum of 1.5 weeks. We are dealing with candidates who are very sought-after and no one will wait that long for an answer.
The standard recruitment process is as follows:
- screening with a recruiter;
- technical interview;
- possibly an interview with a senior manager who also checks soft skills.
Agata: We also create best practices for candidates ,
a document with tips on how to prepare for an interview. It is a set of basic rules, sometimes even obvious ones cpa email list such as the information that the interview will take place with the camera on, so it is worth taking care of what is behind us. It is a reminder of order, comfort of the interview and appropriate appearance. Of course, we do not expect a suit, but pajamas are not the most appropriate either. We also include information on what the interview will be about, e.g. what technologies the manager will ask about. Sometimes I also recruit specialists send a set of issues that may come up during the interview, so that the candidate has the opportunity to prepare. Of course, each manager conducts the interview differently. However, our task is to help candidates best approach such a meeting, which will sometimes resemble a colloquium, sometimes focus on a case study, and sometimes – on solving a current problem.
In the context of modern channels of reaching recipients – how to actively search for candidates?
Candidates in the IT industry actually prefer this type of contact and communication, as opposed to, for example, a phone call. If there is no feedback, we can harm ourselves as a company. And considering how demanding this market is, such information will go out very quickly and there is a risk that we may lose future potential candidates.