IF YOU HAVE NOT GIVEN A RESPONSE TO THE CANDIDATE, YOU HAVE LOST HIM (HER)

The client asked to find the best specialist in the market. You selected several people, conducted interviews with them. And now, after more than two weeks, the customer company can not make a choice. Another couple of days and you are going to make a new pool of candidates. Why it happens – read on.

Today we are armed with information from social studies, surveys and analytics of our partners – international recruiting agencies. In addition, we will try to shift the emphasis to another team – candidates for the position.

The 3Gem survey, conducted in January 2018, was attended by 9,000 full-time Top-managers from 11 countries. According to their report, 67% of the interviewed employees accepted the second job offer, because waiting for at least some response from the first “dream job” lasted too long. Moreover, 70% of applicants reported that they “switch over” to the next vacancy, if the recruiter does not contact them in the next couple of days. Please note that this is not a notice of acceptance for a job, but a minimum feedback with approximate predictions on the timing of a decision.

Only 12% of respondents found it acceptable to spend a month waiting for feedback about an interview. So the remaining 8 out of 10 candidates will assume that your recruitment agency did not meet their expectations. Because first of all they are speaking with you.

On the other hand, an anonymous survey of Glassdoor, which was attended by about 84,000 people in search of work from 25 countries, showed that the “interview” stage takes more than a month. So, for the lower positions this practice can be general.

How can a recruiting agency make the process as effective as possible for each of the parties?

  1. Determine deadlines with the client to prepare the candidate for the waiting time
  2. Check with the applicant of his temporary possibilities, whether he is considering other proposals. Determine the level of interest in working with the client company
  3. In the event of an exit from the schedule, politely remind about the deadlines. If you realize that the process is delayed for a long time, remind about the risks
  4. Stay in touch with the candidate, regardless of the feedback of the client company

It so happens that the candidate is intelligent, but the head of company-customer is confused by something. Try to talk with the client about 3 main questions (can he do the work? does he make an impression of the interested specialist? how is he better / worse than other candidates?) And then it will be easier to determine the true cause.
Do not fool and do not give false hopes.
And do not forget the main thing: the task of the recruiter is to smooth out difficult moments, to be support and an experienced comrade for each of the parties. Owning the art of recruitment, you can close even the most difficult job.

Especially if you hire to search Recruit Alliance team.

Если вы не дали кандидату быстрый фидбек, то вы его уже потеряли

Клиент попросил найти лучшего специалиста на рынке. Вы отобрали несколько человек, провели с ними интервью. И вот уже больше двух недель компания-заказчик не может определиться с выбором. Еще пару дней и, скорее всего, придется собирать новый пул кандидатов. Почему так бывает – читайте дальше.

Сегодня мы вооружимся информацией из социальных исследований, опросов и аналитикой наших партнеров – международных рекрутинговых агентств. Кроме того, попробуем сместить акценты на другую команду – кандидатов на должность.

В опросе 3Gem, проведенном в январе 2018 года, приняли участие 9000 штатных ТОП-менеджеров из 11 стран. Согласно их отчету, 67% опрошенных сотрудников приняли второе предложение о работе, потому что ожидание хоть какого-нибудь ответа с первой “работы мечты” продлилось слишком долго. Более того, 70% соискателей сообщили, что “переключаются” на следующую вакансию, если рекрутер не связывается с ними в ближайшие пару дней. Обратите внимание, что речь идет не об уведомлении о принятии на работу, а о минимальной обратной связи с приблизительными прогнозами по срокам приятия решения.

Только 12% опрошенных сочли приемлемым потратить месяц на ожидание фидбека по собеседованию. А значит оставшиеся 8 из 10 кандидатов будут считать, что ваше кадровое агентство не оправдало их ожидания. Ведь в первую очередь они ведут переговоры с вами.

С другой стороны, анонимный опрос Glassdoor, в котором приняли участие около 84 000 людей в поисках работы из 25 стран, показал, что стадия “интервью” занимает более месяца. А значит, для других позиций такую практику можно назвать общераспространенной.

Как рекрутинговое агентство может сделать процесс максимально эффективным для каждой из сторон?

  1. Определить дедлайны с клиентом, чтобы подготовить кандидата к срокам ожидания
  2. Узнать у соискателя его временные возможности, рассматривает ли он другие предложения. Определить уровень заинтересованности в работе именно с компанией-заказчиком
  3. В случае выхода из графика, вежливо напоминайте о дедлайнах. Если поймете, что процесс затягивается надолго, предупредите о рисках
  4. Оставайтесь на связи с кандидатом, независимо от наличия фидбека компании-заказчика
  5. Бывает так, что кандидат толковый, но заказчика что-то смущает. Постарайтесь проговорить с клиентом 3 основных вопроса (сможет ли он выполнять работу? производит ли он впечатление заинтересованного специалиста? чем он лучше/хуже других кандидатов?) и тогда определить истинную причину будет проще
  6. Не обманывайте и не давайте ложные надежды

И не забывайте главное: задача рекрутера – сглаживать сложные моменты, быть поддержкой и опытным товарищем для каждой из сторон. Владея искусством подбора персонала, можно закрыть даже самую сложную вакансию.

Особенно, если поручить ее команде Recruit Alliance.

HOW TO FIND IT-PERSON FOR WORK IN SMALL CITIES

The base on statistics, in 2016, 7% of the population of Ukraine lived in Kiev. How many of them were IT-specialists – history is silent. Today we know the approximate number of IT specialists (184,700 developers – data from The State of European Tech 2018) in Ukraine. DOU says that 40% of them are located in Kiev and 6% abroad. This means that almost 100,000 IT workers either work or are looking for projects outside the capital.

A logical question arises: how to find a specialist for a company in a small city?

We, as an experienced recruiting agency, which has long been closing developer jobs, recommend next options. The only caveat – study the issue of motivation and the fundamentals of the selection of a person before starting independent searches. After all, the main disadvantage of “working alone” – a small local labor market forces us to be as flexible as possible in negotiations and avoid parting on “negative” in every way. Moreover, there are reputational risks of working on behalf of the company, and not through the “shield of anonymity” in the person of the hired recruiter.

How can you find an IT specialist to work in a small city:

  1. To take a student and train “for yourself” with further employment
  2. Use recruitment sites: both well-known and local
  3. Save time and effort by calling a recruitment agency for help (this can be done by calling +38 (044) 237-05-12 (+380673214664) or leaving a request on the website)
  4. Search for candidates in local social networking groups
  5. Buy a paid account on Github
  6. Hunt specialists from competitors or invite from other cities

Most likely, you will have to go through each of these steps before the project team is assembled. The recruitment agency will come to the rescue and it does not matter which city the main office is located in: almost all issues can be solved online, and the question of interviews is solved by one or two recruiter trips.

In addition, we provide outstaffing services that optimize staff costs. We will be happy to answer additional questions.

HOW IT IS CORRECT TO CONSIDER IT-SPECIALISTS

StackOverflow is a Q&A site which helps developers solve problems in the professional community. And this is more than 250 talented employees around the world headquartered in New York. But okay, well, who does not know about StackOverflow? 🙂

Its CEO Joel Spolsky wrote a huge note about what kind of IT-people actually taked to cool projects. Of course, recruiting in the USA and Ukraine is different, but why not learn from the best?

In short, everyone needs “Smart and Get things done.” So the main task of the recruitment agency is to make sure that the candidate is smart and knows how to achieve the goal. Clever, but not charged for results, become good theorists. Purposeful, but stupid, will bring chaos and destruction.

Determining the presence of two characteristics in one candidate is possible exclusively during the interview. Frequent mistakes that occur during interviews:

  1. Monologue of recruiter, not a dialogue. In this case, the candidate can only agree that it can make a false impression of competence. In fact, it is a common mistake of many people to think: “He thinks like me, that’s way he is grade.”
  2. To think that knowing theoretical details will help the candidate to be effective in practice.

What to do? To give open, proven in the process of recruitment issues. If you are just starting out in IT recruiting, look at the Joel script. He suggests moving in stages. Namely:

Start with an acquaintance, tell more about the interview, determine the timing of the meeting. Ask how a person got, whether he is in a good mood. Reassure that it is important for a company not to overwhelm a candidate with complex issues, but to understand how he will solve a particular problem.
Discuss the last project that the candidate worked on. If you communicate with a junior or yesterday’s graduate, learn about the courses or subjects at the university. About any practical experience. Determine what interested them more, and what remains out of attention.
The main thing is to look for “resonating” moments, from which the candidate, say banal, his eyes burn. Try to “do a brat” at the interview, giving an opportunity to the IT-person to tell his own story. If he really loves his job, then the conversation will turn out to be lively with compliments or criticism of the ex-colleagues, boss or project. A motivated, loving candidate can not remain indifferent.

Another important nuance: an intelligent specialist can explain difficult moments so that even a child will understand them.

Try to catch in the story the moment when the candidate acted as a leader. Perhaps he managed to take responsibility for a misunderstanding in front of the customer or to unite the team and solve the problem in a short time. A good answer is a story about achievements, a bad one is a disclaimer of responsibility and the phrase “it was impossible.”

Next is the technical part of the interview, which will help to understand the practical skills of the candidate. It includes a discussion of errors in the process of performing a test task or solving fast impromptu problems on the board.

If everything went well, the final stage of the interview (5-10 minutes) is the “sale” of the workplace to the candidate. A few words about the company, goals, project, team and bonuses. The recruiter offers the candidate to ask questions if they arise. If not, that’s ok too.

Time to make a decision about the candidate – 3 minutes after the interview. Good practice is to send a short feedback in 15-20 minutes after the interview. If you think or weigh a decision for a long time, the candidate does not fit. In the process of hiring can not be half measures: either this person is competent or not convinced. According to statistics, about 20% of selected candidates are accepted into the state, which means 4 out of 5 specialists will have to receive from you “Thank you very much, but at the moment you are not ready to make an offer.”

Let us add that this letter should list the reasons for the refusal. And do not delay, forcing the candidate to beg for feedback – this is a bad tone.

Recruit Alliance has a separate IT-department that covers even the most complex and unusual applications. Upon request, provide written customer reviews.

PROFILE IS ALL THE ANSWER

Let’s talk a little more about the base, without which no recruiting agency could work. Very often for a long time and successfully working HR people forget or miss seemingly simple things. A great way to stay effective is to spend a couple of minutes a day educating yourself. For example, remember how to close a vacancy.

On the one hand, our main argument and assistant in an interview with the client company is the profile of the candidate. This is a data set that includes a description of key skills, personal characteristics, recommendations, and, if conducted, the results of the survey. The main task of the profile is to show that the person is competent to work on this position. A specialist who provides recruitment services must clearly understand at what stage, according to, for example, the Boston model, the contracting company is located and which employee will fit into its rhythm.

On the other hand, in order to search for an employee it was easier, it is better to start by creating a profile of the position. It should include:

  1. all about the corporate culture, rules, norms, features
  2. description of the future team of the employee, his manager
  3. professional opportunities and prospects
  4. the specificity of the position and its possible nuances that need to be taken into account in the personal qualities of the candidate (perseverance, attentiveness or, for example, ease of character and ingenuity)
    The recruitment agency should not skip any of the company’s profile points, because not every good company is a good candidate. This is not a value judgment, but a description of a frequent case when the two parties simply do not find a common language.

By the way, information about the company is primarily provided by its employees – this will help not only the recruiter, but also the team itself to better understand the overall situation within and in the market. It will be even better if you persuade to participate and top management. To optimize the process, invite them to choose the answers from your options. Below are 3 main questions that will help:

  1. Which of the 10 given characteristics are needed first and foremost, and what could be a compromise
  2. Call the key characteristics of working employees who like
  3. Call the features of working employees which do not like

Of course, the answers to these questions will be useful if they are given by the immediate supervisor of the candidate or top management. A in-house HR specialist may not participate in a survey regarding characteristics, but will be helpful in drawing up a list of values ​​and describing a corporate culture.

Do you want the same thorough approach to finding your future employee? Call +38 (044) 237-05-12 or leave a request on our site.

GENERAL METHODS OF EVALUATION OF CANDIDATES

The success of a business is largely determined by properly selected, trained and motivated employees. Moreover, in the process of evaluating the investment attractiveness of a company, staff analysis is often carried out: if not all of the staff, then top management at a minimum.

Today it’s not so easy to find a really suitable and professional candidate. One of the reasons is the “demographic hole”, formed due to the economic situation of the late 80s – early 90s. The second is the ratio of professional / personal qualities. For example, an “average” specialist in terms of characteristics may turn out to be the soul of a team, and his more stellar colleague may be a conflict introvert. Much depends on the expectations of the client company, because at the first stage the recruitment agency tries to gather as much information as possible about each suitable candidate, including his personal characteristics. The next stage is the assessment, which allows you to understand whether the “best specialist = appropriate” scheme will work.

In short, according to Svetlana Ivanova’s book, The Art of Personnel Recruitment, there are 7 general personnel assessment methods:

  • allocation which came to us from Soviet times and it is still happened in budget organizations. It is rather a lottery where, without any assessment of a new person, they are “thrown” him or her into a new team. “Allocation” does not help the workflow and may even worsen the atmosphere in the company.
  • acquaintance – employment by recommendation. Cons of this method: the inability to impartially assess competence.
  • random selection – recruitment without the participation of the hr-manager, conducted due to a sharp shortage of personnel. The case when you need to quickly find a manager, and there is no time for comparison or monitoring.
  • intuitive – based on a person’s perception. A technique whose effectiveness is impossible to predict. A well-known fact: we like people like us more, although their professional qualities may not fit the application.
  • delegated by a recruiter or other hiring specialist. He understands the features of corporate culture, the nuances of the future team, the situation on the labor market. In addition, in this case, the discussion will be collective (at least, a representative of the client company and a recruiting specialist), but the decision is personally for the head of the future employee.
  • questioning (testing) – if time allows and there is enough experience in interpreting the results, then this method will be optimal. It is based on dry facts, although it admits its own nuances. Such as: the risk of demotivating the best specialist who does not want to bother, or get distorted facts from a candidate who is familiar with the logic of the questionnaires.
  • interviews using different methods – practice, time-tested. It is not difficult to learn it, but you need to constantly keep abreast of news in hr, take training courses and have a great experience in recruiting staff.

More about what techniques work, we will tell in the following publications. If you can’t wait – order recruitment service from Recruit Alliance .

How to make a candidate suitable for a job

The process of looking for candidate may take a different amount of time, and its goal is always the same – to find the right employee for a long time (we do not speak about project vacancies now). The key word is “right”, but its mean “suitable”, because among the ten talented specialists only one will resonate.

One of the most popular ways to check for compatibility is a trial period. By the way, not only for the specialist and the owner of the company, but also the recruiting agency are interested in successful passage.

In fact, refusal to work (or vice versa – from a candidate) happens in approximately 10 cases out of 100. If the reasons are adequate (did not work well with the team, could not fulfill the expected amount of work, personal circumstances), then a 3-month warranty comes into effect for recruitment in exchange for the retired candidate. And this is not about the resumption of the search process – in fact, this is a large-scale work, including a detailed review of the application form, its adjustment, the preparation of a new pool of people, and so on.

In order to avoid such situations Recruit Alliance recommends:

Carefully check the application:

  • If this is a new client, discuss each one sentence with his representative. For example, you are looking for a Marketing Director, so you need to clarify exactly what functions he should perform: develop a strategy or work according to a plan, be an ideological only inspirer or personally close digital, develop a network or work with a brand – there can be completely different expectations from one vacancy .
  • Specify the nuances. For example, what kind of level of “stress tolerance” and “sociability” is meant. If the future accountant may encounter attempts at a raider seizure, then his or her experience should be relevant.
  • A request for a specific specialist hunting also needs to be worked out, because it’s about one chance and all the possible reputational risks for each of the participants. Especially if in the end the candidate and the employer will not work together.

Be empathic, try to clearly understand what personal qualities the candidate must possess in order to be comfortable part of the team. To do this, you can go to the company to “look at the team”, search social networks, and discuss about hypothetical situations with a future supervisor.

Work with a list of candidate recommendations. Of course, it is necessary to proceed from a specific situation, but in most cases it is worth checking not only the last place of work, but also the previous one. Try to ask those questions that will help determine the real level of competence and areas of responsibility.

At least attend the first interview. First, learn more about the expectations of the client, and secondly, you will be the moral support of the candidate. Under stressful conditions, even an experienced top manager can “roll the wrong way” in conversation and spoil the overall impression. Help him, direct him to the conversation – you already know that he is the one who is needed. If the interview fails, you can do the work on the bugs.

Be ready for force majeure. It rarely, but it happens.

After receiving the candidate for a trial period, advise the parties to sign a detailed job offer, in order to clearly understand what the process participants expect from each other. It is worth mentioning:

  • list of tasks for the period of probation
  • job description in which it is written who will be the immediate superior of the future employee
  • salary level (with all bonuses, amercement and other details)
  • features of working conditions

For a period of probation, keep in touch with two parties. So you can help smooth out difficult moments, or perhaps remind you of mutual promises. And after all such, apparently, trifles influence the decision on admission to the staff / acceptance of the offer.

OUTSTAFFING: WHAT YOU NEED TO KNOW NOT TO BE MISTAKEN

Almost 8 years ago, in 2011, the Recruit Alliance company introduced its first outstaffing project. After 2 years we entered to the list Top-5 recruiting agencies that provide this service. To date, we have implemented more than 10,000 successful projects throughout Ukraine.

But until now many businessmen do not understand what “staff outstaffing” means and who needs it.

Outstaff” literally means “out-staff.” These words are the main meaning of the concept – the withdrawal of personnel from their staff by means of issuing it to the staff of another ”outstaffer” company.

Lawyers cite the Tax Code of Ukraine: outstaffing is defined as a “personnel service” and is “an economic or civil law agreement according to which a service provider (resident or non-resident) sends one person to another person (resident or non-resident) or several individuals to perform the functions defined by this agreement ”(paragraphs 14.1.183 of the TCU – today this clause is excluded, but it is sometimes used in legal practice).

This is not outsourcing, but a completely different type of activity. It implies the preservation of the most comfortable conditions of cooperation for both the staff and the client company. Differences will be noticeable only on paper and during the recalculation of the balance sheet. By the way, outstaffing in Ukraine is a great way to reduce costs, but let’s talk about it later.

In some cases, this service is resorted to temporary solution of complex issues: for example, actions or seasonal work are planned that require hiring a large number of temporary employees, and there is no resource for bookkeeping or employment. Then the “outstaffer” company takes on these efforts and the customer company does not have to worry about the legality of the processes.

Outstaffing is useful to other companies all year round, because it helps to relieve ourselves of the risks of resolving labor disputes. Or, for example, to reduce costs by up to 20% for the payment of salaries, without reducing them in size and not transferring them into an illegal field. Another plus is that outstaffing helps to remain on the same taxation group and increase the level of investment attractiveness, even in the conditions of a constantly growing state. All these, as well as many other pleasant moments, are not mutually exclusive, but only in terms of cooperation with legally working recruitment agencies (see Resolution of the Cabinet of Ministers of Ukraine of 20.05.2013 No. 359).

In addition, it is important what a residence outstaffer. Recruitment agency, registered in Ukraine, makes contributions to the pension fund, which means that the client company’s staff will be able to accumulate their experience for receiving a pension and retain the right to social benefits. Recruit Alliance always works in the legislative field without the use of conversion schemes.

What conditions are received by the “reissued” employees of the client company: social security, registration of labor relations under the Labor Code of Ukraine, the official salary is not below the minimum level, they retain all rights and the guarantee of the Labor Code of Ukraine.

If you have any questions or would like to discuss your unique situation – call. Outstaffing is possible in the city of Kiev or any other settlement of Ukraine. Including we provide services to foreign companies.

Who is who: Recruitment agency vs employment agency

Is there a difference in concepts and if so, what are the differences?

Relatively recently, two types of employment completely legally coexisted on the labor market.

The first is an employment agency whose services are paid for by applicants. They are looking for well-paid job and a guarantee of further employment.

Classic script dialogue in the employment agency:

– Good day! I’m looking for a job, or rather, I want you to find it for me. It should be well-paid and meet my expectations: not only professional, but also personal. In companies I am looking for this, this and that. Perhaps I would consider outsourcing or working in foreign companies.

The client is counting on the representation of his interests by the company, for which he is ready to pay. After signing the contract, the relationship between the entity (executor) and the individual (customer) comes into force.

Another type of intermediaries in the employment system is a recruiting company, it is also a hr-agency. Their client is an employer company or other legal entity in need of employees. Therefore, the their main task is to find suitable candidates for the client .

In fact, everything is very simple: the company has an open position, but there is no time / desire / competence to search for a suitable candidate. There is a customer, in the person of the employer, and there is a contractor – an agency engaged in the search and selection. Employers are looking personnel and coudnt overcome difficulties in the process of selection, come to the recruiting company to solve their problems. Recruiters receive payment for the provision of services from employers (customer companies).

Another significant difference: the legality of the services provided. In 2012, the Law of Ukraine was written, according to which only a recruitment agency (hr-agency) can engage in hiring, outstaffing and finding customers for outsourcing, as well as take remuneration or reward for it. However, today this law has not entered into force.

For our part, we recommend entering into contracts only with trusted agencies that have long been on the market. Among them – Recruit Alliance, working with Ukrainian and foreign companies since 2000.