A short algorithm for organizing the IT recruitment process and communication with the customer for the internal Senior IT recruiter

A short algorithm for organizing the IT recruitment process and communication with the customer for the internal Senior IT recruiter

IT recruitment is a process that takes a really long time (search and selection of resumes, appointment of interviews, coordination of meetings, coordination of offers and so on, when there are more candidates than necessary, the work process becomes endless), if it is not optimized, from the point of view in terms of communication with the internal customer – can take an unreasonably long time.

With the help of this algorithm, I managed to achieve many results in my work experience, to close a total of more than 1000 vacancies in 12 years, including – to hire in 4 months – 4 laboratories of developers, ML data scientists, team leaders, project managers in a large international IT company and save this company up to 30 million on the services of recruiting agencies, which were refused at that point on my initiative, because I offered an alternative and faster recruitment system. Here I offer only one facet of this huge work on optimizing the IT recruitment process in a Tech company.

So, a short algorithm for organizing the IT recruitment process just in case – you Senior Tech Recruiter in a big IT company if you do quality selection at its stagebut the internal customer is not yet ready to close the vacancy with 1-3 resumes.

This algorithm for organizing the IT recruitment process is necessary in order to quickly close a vacancy and not turn the work on it into endless selection of resumes/interviews):

1. Make a filter with ~200 resumessave them in the database so that the customer can see it, it is important to make the filter honest (you can save them in the database so that the customer has the opportunity to see the entire scope of work (transparency is one of the factors affecting quality) – resources: linkedin/internal recommendations and etc.

2. Call up to 20 candidates (those whom you honestly selected as the best of those ~200), you can do less because, in general, an experienced hunter usually knows who to call and who is the best of those he called, evaluates in 2-3 minutes. This is what it is – saving the customer’s time/what a good hr is generally paid for – a filter/saving the customer’s time/money (because unnecessary selection of resumes/jobs for the customer is the company’s time and money)/quick hiring. In fact, recruiters are paid for this work, and not for sending 20-30 resumes to customers per week and for customers to do this work for them (when the customer wants to do such work, this is an inability to delegate/mistrust of HR/your expertise, output – add transparency, avoid micromanagement, while maintaining the customer’s sense of control – databases, reports, etc., let there be 200 resumes that you showed, but a good hire is a hire with 3-5 interviews is a reason for a dialogue)

3. Make a report where there will be 5 finalists for social security (sometimes you can make it more complicated and make a table of 20 candidates, but select 5 as finalists – this is useful to do when the relationship has not yet been formed/for some reason the customer REALLY wants to see a lot of work), indicate the education (top university), number of years in the table experience, tech skills, successful completed projects – in your case, you can have 2 blocks – fintech/just big projects.

4. Then – suggest to select the best, make 3 social media (personally, in 80% of cases, this is how I close vacancies, when the customer has a REAL desire to hire and has a budget).

If the internal customer’s answer is “no” – after 3 social media, prepare a report and go to talk to the customer in a friendly and attentive manner,

What is important at this stage (in general, it is useful to ask these questions at the very beginning of the work, but after 3 social security meetings it is sometimes useful to return to them)?

  1. find out in which tech skills the required candidates did not match the customer’s expectations.

  2. slightly adjust expectations and the existing market situation, show all used sources, show what options there are in general, from which we choose, and lead to the goal – to slightly correlate expectations with reality (for example – if we are talking about a company with a salary at the level of the market median, and the requirements correspond to the level of the best candidates from the best ) of companies on the market – it is important either to change the financial conditions in the company to make the offer more competitive, or to find that one single candidate whose life situation obliges to lower ambitions (an extremely rare case), or it is still necessary to adjust the requirements, discuss the the minimum to which the customer will still agree (without such negotiations, if there are difficulties in hiring and the vacancy cannot be closed with 3 interviews, it will be quite difficult to close the position, closing may take a long time, therefore it is important to conduct negotiations with customers in a timely manner – as soon as only the process is “delayed”.

  3. clarify which candidate, taking into account the adjusted requirements according to the market, already selected by the 200 candidates, will be suitable for the position.

  4. write down all clarifications from the customer (which candidates are definitely not needed, which are the most suitable, etc.)

  5. to agree on terms – for a new selection of candidates with specified wishes.

After these negotiations, it is important to send a selection of warm candidates in a timely manner. Clarify the changes in the comments or in the report, schedule all 3 interviews as quickly as possible, and close the vacancy.

Here, it is really important not only to work on the selection of candidates, organization of interviews, but also communication with the customer, understanding the requirements that meet the goals of the manager, his idea of ​​who is needed in the team now (which weak areas need to be closed/which problem to solve, etc.). ).

Hiring, when you have, together with the customer, both sides are aware of the common goal, there are resources for hiring, and you just do your work qualitatively, it happens, in a short time and quickly.

In my work, the presented algorithm has repeatedly helped me to successfully close vacancies without involving agencies in Samsung, Huawei and other companies in which and for which I had to work. Let this algorithm be useful to those who are interested in this article.

Wish you success!

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