Recruiting done well with our TOP 5 Dos and Dont's!
Today, every company, large, small, or startup, is looking to hire the most talented developers and programmers. And the responsibility falls on recruiters to nail it from the first try.
We know that screening candidates is the most time-consuming part of the recruitment process. How can you quickly find candidates with the tech skills you need? And then send an overview to your tech teams for their review?
At Rankode, our team is mostly composed of developers. We've all been through the work of recruiting and being recruited. That's why we've created a way to evaluate every candidate’s code through their Github data to get a non-biased and accurate insight into their programming capabilities.
But before screening candidates' codes, you need them to answer your call for new hires. And one way to make sure you'll get already the best application is to avoid making common mistakes that will put off your future hires.
To help you navigate the recruitment space's landmine, we've compiled 5 DOs and DON'T to stay on the right track and land the perfect candidate.
Mistake #1: Be unprepared.
The DON'T: Not having a good enough understanding of each candidate's special talent and expectations can ruin your recruitment process before it begins and guide you in the wrong direction. The DO: Stay involved with each promising candidate, research their fields and get support from IT experts to educate you along the process. To keep the candidates you most like engaged and prevent them from getting involved with other companies, show interest in their goals and dreams. Be their perfect fit, as they're yours. While Rankode can help you determine their talent with GitHub, it's up to you to listen and learn more about their personalities through social networks like LinkedIn or Twitter.
Mistake #2: Be vague.
The DON'T: Many recruiters fall into the trap of being too general with their job description and always aiming for a one-size-fits-all approach thinking that it grants them access to more candidates and talent. Don't fall for it; it will only backfire and hurt your credibility.
The DO: Offer a clear description of your working environment, your current teams, and a balanced definition of the position and salaries. Your working environment is unique; your company might offer unique benefits like parking, daycare or remote work. Your employees might enjoy Sunday soccer, get together for Thursday night drinks or be addicted to the new coffee cart in the lobby. Some candidates will love it. Others won't be as affected by it. It's essential to communicate everything that sets your company apart to your potential hires.
A great way of doing so is to have follow-up messages that further explain your environment, to have ready-to-use templates at hand at all times, and to send out brochures or presentations about your company.
Mistake #3: Be narrow-minded and hyper-focus on education.
The DON'T: On the other hand, being overly specific with your job description is also a big red flag. You'd be limiting yourself to 3 - 5 candidates and casting out tens, if not hundreds, of talented candidates.
Did you know that companies like Tesla and Google aren't asking for degrees or certificates for many positions? It's well known now that high education doesn't necessarily mean high skills. If a candidate surpasses their peers in education but still needs to improve in every other aspect, ask yourself if this is what you're looking for. Don't lose talented candidates just because of their bumpy road.
15% of IBM's new hires don't have a four-year degree but "a real passion for tech" — Sam Ladah, Head of Talent at IBM (for Fast Company, 2017)
The DO: Forget degrees; Rankode allows you to analyze a candidate’s source code and understand their skill level before connecting with them.
Be consistent but open with your candidates, which applies to the opportunities you promise, the paycheck, the tasks they'd be in charge of, and your expectations of their work if they land the position. The last three years have proven that the relationship between employers and employees should not be rigid or inflexible. Let candidates be part of the narrative of their work; their results shall only improve from it.
Mistake #4: Expect perfect hires.
The DON'T: Whether you're hiring for numerous or a single position, stay active in your hiring process. Don't keep waiting for the perfect candidate to appear magically. The DO:
Create connections with the communities where your candidates evolve.
Reach out to them.
Remember that only potential is perfectible.
Mistake #5: Ask cookie-cutter questions.
The DON'T: Asking completely overused and predictable questions that tell you nothing about the candidates will only lead you to another shot in the dark. Keep away from stale, soulless scripts when interviewing or vetting a new candidate. The DO: Learn who your candidates are by thinking out of the box and pushing them — respectfully — out of their comfort zone. All the different aspects of their personality are bonuses they'll bring to your company and their coworkers.
Create a decent process in a soul-crushing context.
Finding a job is hard and highly stressful. The candidates coming to your door will be motivated and expect great results from your encounter. Of course, you have to select and filter talents. But, even if you don't end up hiring a very talented candidate, stay in touch with them, email them from time to time, and maintain a relationship that keeps them on standby for future opport Liked what you read? Add Rankode to your recruiting arsenal today and learn everything you need to know about developers from their public online repositories, such as GitHub!