Generally, tech companies started adopting ’’a multiple interview approach’’ that not only gives applicants a coding test or some homework, but also goes over their background and culture fit in the same depth. More and more agencies are now doing the same. This is where our hiring journey once again splits into two paths, this time, based on if you chose the internal hiring strategy or the headhunter/recruiter strategy.
The recruiter can take care of the searching, first impressions and the technical fit, but you should always have the most promising candidates meet the current team for a short and sweet meet and greet before you consider hiring them.
If the agency conducts the entire hiring process in-house, there is a lot of leeway in the process. Try new approaches and strategies, and eventually, you will find what works for you. But if you want a hint from a company that put culture first and has been doing so for 3 years, here’s how we do it at SQAEB:
- Collaborative effort to identify skills required. Once we are sure we need a new addition to a department, the team goes over the exact skills we are looking for. This ensures that the team knows which new skills are coming in, instead of a manager deciding it themselves.
- Job posting. When the manager has the final job posting ready, it is posted and shared online internally as well as externally. We know the value of a good network, so employees from all departments are asked to share it with anyone they might think is a good fit. To help gauge personality in the first screening process we usually ask for a short video introduction, along with a resumé, just to get an idea of who you are as a person even before we meet you.
- Screening of candidates. As soon as we have enough candidates, the first screening process starts. This consists of sorting out any that does not have the required skills or did not adequately show that they would be a good cultural fit.
- First interview. All candidates that pass our first screening are invited
to a first interview. The purpose of the first interview is to get to know them as a person and figure out if they would be a good cultural fit. This includes having a current team member talk to them for 10 minutes one- on-one, without those involved with the hiring present. If the personality is a match to our culture, they are given homework and invited to a second interview.
- Homework. While the first interview is focused on the cultural fit, the second is about technical skills. And to judge that, each candidate is given homework to complete before the second interview. This consists of various work-related tasks where they have a chance to showcase their skills. The homework also includes writing a movie review. This is an added curveball to see how they approach problem solving of tasks they probably haven’t done since high school.
- Second interview. We have the second interview to go over the homework and technical questions. This is where their skills are assessed and the main goal is to ensure that the chosen candidate has the necessary skills to handle the tasks they would be given in the position.
- Hiring. After the second round of interviews it is often clear which candidate is the best cultural fit and whether or not they have the necessary skills.
Now that you’re done recruiting and have hired the right person, the real work starts: onboarding. Hiring the right candidate is one thing; but if you don’t manage to give them a proper onboarding experience they will not perform as well as they could. Onboarding is the first step towards nurturing top talent.