8 steps you need to hire top tech talents

Content:

1. Introduction
2. The 8-step system to hire top tech talents from FreySoft
   2.1. Kick-off meeting
   2.2. First contact with a candidate
   2.3. On-sourcing with candidates who are interested
   2.4. Second contact with a candidate
   2.5. Recruiter interview
   2.6. Tech interview
   2.7. Hiring manager interview
   2.8. Candidate’s feedback and Job offer
3. Conclusion

1. Introduction

Let’s face it: picking the right person for a job isn’t as easy as it might seem. If you want to hire top tech talents, you can’t just glance at the list of candidates and think: “Yep, that CV works.” Instead, you need to go through several steps to reach the final part of picking an employee.

This starts with creating a plan for hiring, making a job announcement, having interviews, checking backgrounds, and giving the official job offer. There are many other things you have to do in between too.

If you hire people for a job, you probably don’t have enough time to focus on all the tiny details of picking someone. Furthermore, no matter if you’re filling technical spots in a growing startup or building up a development team from scratch, you’ll find something here to help you: a quick and clear guide to follow for finding and choosing new employees.

At FreySoft, we basically have eight steps to hire top tech talents, and we’ll cover them all in the next paragraphs.

You might be also interested in:

Recruitment Process Outsourcing (RPO) for business: Everything you need to know
Top E-commerce technology and staff challenges and how to overcome them
6 reasons why you need outstaffing services for your EdTech startup
Outstaffing Vendor and Client Responsibilities: A Comprehensive Guide To The Best Productivity

2. The 8-step system to hire top tech talents from FreySoft

2.1. Kick-off meeting

We usually begin with a meeting involving the hiring manager or the client’s team lead. The main purpose of this meeting is to gather information about the candidate’s skills that the client wants. What we find out after this meeting:

• Candidate’s Ideal Picture
• Necessary or Must-Have Skills
• Nice-to-Have Skills

All this helps us know who to hire and what to ask.

Sometimes, we don’t need the client in this meeting. We can use our experience and knowledge to set the requirements ourselves.

2.2. First contact with a candidate

Our sourcers are the ones to first talk to candidates. How do they find the right people and hire top tech talents?

• They do passive search
  This requires writing a captivating job description and posting it on job boards. Then, the recruiters wait for the candidates’ applications.
• Active search
  In this situation, sourcers and recruiters use LinkedIn or other platforms. They do X-ray and Boolean searches and contact the candidates they find relevant.

2.3. On-sourcing with candidates who are interested

In this stage, recruiters clarify with a candidate some essential questions. For example, they discuss forms of cooperation that will work best for both candidate and customer; a proper time when the candidate is ready to start; or questions about a specific stack that is not included in the CV. If both sides are interested, we put their details in our Applicant Tracking System (ex. Greenhouse).

2.4. Second contact with a candidate

Simple but meaningful. If the recruiter approves the candidate’s CV in ATS, then, we arrange the first interview.

2.5. Recruiter interview

How does the recruiter interview go? First, we ask essential questions that cover must-have skills. These questions include experience with the stack required for the project. Then, the recruiter necessarily asks about motivation to know better how to retain this candidate in the long run. In turn, questions about the reasons why the candidate resigned from their previous job do matter to know more about their true motivation. Besides, we usually ask for recommendations from the candidate’s colleagues.

And here’s a hack from FreySoft: The candidate’s response to the reference request is indicative. If the candidate becomes overly anxious, there might be underlying concerns that need consideration.  

Also, it is very important to figure out if the candidate is a good team player. During the recruiter interview, we also test the level of English because very often the candidates evaluate their speaking skills in the wrong way in their CV.

Finally, the recruiter should explain all the further stages the candidate has to go through. Keep in mind that the hiring process should always be as transparent and clear as possible.

2.6. Tech interview

After the recruiter interview, the candidate should get feedback and an invitation for a technical interview. This stage varies based on the role and the level of expertise required. Essentially, we assess technical skills and incorporate a live coding segment to evaluate coding principles and problem-solving capabilities. Notably, the technical interview involves both the recruiter and a technical specialist from our team.

2.7. Hiring manager interview

Once the candidate receives positive feedback after the technical interview, they proceed to the interview with the hiring manager. At times, this stage holds even greater importance than the previous ones. Why? Because during this stage, the hiring manager assesses soft skills and delves into the candidate’s attitude, teamwork abilities, alignment with the corporate culture, and communication skills. It’s especially important if the candidate is expected to function within a distributed team or an unconventional business environment.

2.8. Candidate’s feedback and Job offer

If the candidate successfully passes all stages above, they will have a call with the recruiter. The candidate provides feedback on their interest in joining the company.  If both parties are content, the recruiter sends a job offer and the hiring manager prepares to onboard the newcomer.

3. Conclusion

Hopefully, you no longer think that to hire top tech talents is a messy process that is based on hassle and luck. In contrast, the successful hiring process follows a step-by-step approach to find the best candidate for the job. We start by understanding the client’s needs and preferences, creating a clear picture of the ideal candidate. Our recruiters then reach out to potential candidates and engage with interested ones to learn more about their suitability and preferences. 

The point is to keep the process transparent and clear, making the candidate’s experience as smooth as possible. Ultimately, when the right candidate successfully navigates through all steps and expresses their interest, the recruiter extends a job offer. This marks the beginning of their journey, where they become an integral part of the client’s team.

At FreySoft, we gauge how well we’re doing by how happy our clients are. Our goal of finding the perfect fit for each role comes from our strong desire to create a skilled and united team, all working together to achieve success.