Any developing company sooner or later starts wondering certain questions. How to find a good worker? Should you rely only on hard skills? What role do soft skills play in the recruiting process? Should you believe your personal attitude towards an applicant? These questions bother every HR manager, moreover in the IT-sphere. So today we’re gonna talk about common rules for successful recruiting for your business. Also, we’ll reveal some insider secrets that we use as well.

Reconsider your Attitude to Recruiting

First of all, every recruiter should understand that an interview is not a lopsided game. Not only what you will understand about an applicant is essential, but also his/her opinion about the company matters.

insider secrets of IT recruiting

It’s better to take an interview as negotiations. As the 35 President of the USA, John Canady, stated fairly, “Let us never negotiate out of fear. But let us never fear to negotiate”. If you consider an interview in this way, you will be surprised by the result, as well as your potential worker. The thing is in a psychological approach. Negotiations relieve stress and barriers, as they are aimed at getting the result and cooperation.

Prepare in Advance

Quite often recruiters believe that only applicants should prepare for an interview. It is they who want to get this job, so you should just assess them. However, this is absolutely wrong.

The most evident and key task of a recruiter is to read the CV of an applicant beforehand. It will show you as a professional because an applicant will see that you take the interview seriously and are interested in each of them. You shouldn’t read the CV when the applicant is sitting in front of you and ask questions on prompt.

You should also consider the structure of the CV in advance. It’s up to you to decide how your interview will go, which tasks you give. It’s recommended to ask general questions by cheering him/her up and relieving anxiety. Ice-breakers are the best in this issue. They are phrases and questions that aren’t connected with the job and touch general topics. For example, “Did you easily find our office?” or simple “It’s lovely weather today, isn’t it?”

insider secrets of IT recruiting

One more professional trait of a recruiter is the respectful attitude towards applicants. If you're going to write down some notes, tell about this to your interviewer. Explain, that these notes don’t concern his/her personal traits. By doing this you will reduce his/her stress and panic.

After the interview, it’s important to describe the next steps. Tell to your candidate when you will contact him/her and give your feedback. Of course, if you are satisfied, don’t hesitate to compliment his/her skills and knowledge. If not, you should explain gently what the candidate should fix to work in your company.

What Does an Applicant See?

The final decision of a candidate depends on whether we can attract people to work in our company. Apart from the form and correctness of communication, the content of the interview, and your partner position, the candidate evaluates many other factors. He forms an opinion about your company before the interview is set. The candidate usually thoroughly examines the job description and the company's website. After all, the applicant's idea of the level of your company depends on how well you build a stack of necessary technologies and knowledge in the field of development.

insider secrets of IT recruiting

Despite this, it’s important to show that you are interested in your work as well. This psychological advertising of your company will have a positive impact on the candidate's opinion. It will be more comfortable for them to work and stay motivated. Moreover, it is important for the candidate to hear from you about opportunities for their career growth. And it is best to present them with your own example. Tell about yourself: what you personally achieved in this company and how you grew up. It is important for you to ignite and inspire the job seeker because you are selling this job.

STAR Model for Defining Skills

During the interview process recruiters often use special models to identify the candidate's behavioral competencies. One of them is the STAR model. It involves several situational questions that help determine a person's experience in solving real problems.

S (situation). The recruiter asks specific questions about some situation and asks the applicant to describe it.

T (target). Here you need to find out what the candidate wanted to achieve in the situation.

A (action). Implies a response with clear steps to resolve the situation.

R (result). The candidate shows what he has achieved and how the situation has affected the result.

Speaking about real cases, the candidate will be able to demonstrate the degree of development of their competencies, hard skills (the level of technical skills, that is, knowledge of programming languages, libraries, frameworks and patterns, version control systems, etc.), as well as soft skills – communication and leadership qualities that are necessary for working in a team.

Theta Healing for Determining Motivation

Another technique that we use when hiring for a job is the theta healing technique. It allows determining the strength and weak points of a candidate’s character, attitude to work.

Theta healing works with the deep unconscious layers of the psyche. It allows you to move from analytical thinking to intuitive. This scanning method allows you to read certain features of a person, helps you find answers to questions, and get information about beliefs. It can also be used to identify chronic pathologies, destructive problems, such as mental characteristics or a person's attitude to work. In particular, we can determine the level of low-level stress, involvement in work processes, and understand whether the candidate supports the company's goal.

"Thank you. You are a fit!"

So, all the factors listed above will help you find highly qualified specialists. Of course, even at the interview stage, a professional recruiter can see whether a candidate is suitable for work in your company. A high-quality preparation for the interview will give you the opportunity to notice valuable staff and increase the company with the help of professionals in their field.

This is what we do in the Joy Dev team! This is why we choose complex and interesting projects that help us improve and develop our professional potential. If you share our goals and are looking for specialists for your project, write to us right now!