The moment has come – you need to hire new people for your team. Perhaps you already know this, or you are about to find out – recruiting programmers is not that easy. Yes, there are many specialists on the market. But if you start to put them into categories, you may find that there aren’t that many who meet the requirements, want to change jobs and are interested in working with you. You will need some help from outside, which is why we have prepared some tips that may be useful in working with the recruitment agency so that it is beneficial for both parties.
1. Think carefully about who you are looking for and give the agency a good brief
Success starts with a good job description and a detailed brief. If you tell the agency that you are looking for a Java developer, the question you can expect right away is – what kind of Java developer? With how many years of experience and what set of skills? What projects did they deal with so far? Will they work alone or must they be able to work in a team? Those questions are necessary to start the project and present you with valuable candidates. Highlight which areas of competence should be checked by the agency and what questions recruiters should ask during prescreening to immediately select the best programmers. The more recruiter knows right at the beginning, the more time you will save during the recruitment process.
2. Find time for CV analysis
Recruiters’ task is to find candidates who match the brief. If the recruiter sent you a resume, they decided that it is worth looking at. Take 5 minutes, not 30 seconds, and do not look for the keywords only. Begin by reading the report taken during the initial interview with the candidate, because the agency prepares it based on the brief you gave. There you will find information matching the role, and often some information that the candidate did not include in the CV.
3. Be flexible
Be ready for the fact that the person you are looking for does not exist on the market. The term “purple squirrel” is famous among recruiters, and it describes profiles that are impossible to find. If you get a signal from the recruiter that there might be a problem with the candidates available for the job, you may have to adjust your expectations, compromise in certain areas of competence or change the offered salary.
4. Provide appropriate feedback
If you reject a candidate sent by the recruiter, explain why you are doing it. Perhaps only after talking with the first candidates, you will be able to specify who you are really looking for and it is worth to let the recruiter know that through the appropriate feedback. Thanks to this information, the recruiter learns what they should pay attention to, which in turn will allow them to send better CVs. Simple “no” is frustrating not only for the recruiters who don’t know why the CV got rejected but also for the candidate to whom the recruiter gives feedback. Everyone would like to know which areas of knowledge can be improved and what to fix in the next application.
5. Take over the reins
The recruiter will find the candidate, encourage them to apply, analyze their CV, conduct an initial interview, compare their experience with the requirements and prepare a set of documents that will be sent to you. From now on it’s up to you how the candidate will approach the rest of the recruitment process and what will be their motivation. In fact, the candidate’s first real meeting with the company will be through you. The recruiter will tell candidates about the organization and position, but they are still an outsider who doesn’t know the practical details. Now it is you who takes care of the company’s image, which will influence whether the candidate will want to work there or not.
6. Don’t wait with hiring
The current principle of the market is “first come, first served.” If after talking with the candidate something has “clicked” and you immediately know that this is the right person for the job, don’t wait. It’s best to give them the offer right at the end of the interview or the day after. You must remember that developers are currently the most-sought-after group on the market, and recruitment to your team is probably not their only recruitment process. An active candidate on the labor market is a rarity. Most of them are passive candidates, and recruiters have to convince them to take part in the process, which requires time, energy, and a well-thought-out strategy. It is a pity to waste so much work and effort just because you stall with the decision right at the end.
Be prepared for the fact that statistically every second candidate will want to negotiate the salary, because another company may offer them better conditions or their current employer has given them an interesting counteroffer.
We hope that these few tips will help you with your recruitment projects and that working with the agency will run smoothly and without any problems.