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Startup: What is the recruitment process for your future developers?

20/12/2016

Recruitment is a double sell: the talent 'buys' your challenge as much as you 'buy' their skills. If the latter is obvious to you, remember that you too must put forward your adventure and the reasons why it's okay to get up every morning and go to the office.

The exchange in a tech recruitment interview is now flattened. It takes mutual seduction to get hired. Your objective is both to verify a candidate's skills and their desire to join the team, while at the same time encouraging them to adhere to your company's values. In the world of programming, the technical challenge plays a big part in the attractiveness of your job. Here are our tips for conducting an effective recruitment process and avoiding the decline in the quality of tech recruitment in recent years.

1) Check technical skills

The first step is technical validation. A very nice talent can only be hired if it first meets the company's needs, that's obvious. And what is equally obvious is that only a technical profile could judge the culture and technical potential of a candidate.

To check the technical level of a candidate, here are some tips

  • Code review on part of your code
  • Mini project on your stack
  • Algorithm exercise with code-review
  • Extreme programming with the candidate

Some questions

  • What makes you think you have the skills for the job?
  • If you were to start tomorrow, what would you do?
  • What skills do you have the most experience in?

Tip 1: If you are setting up a computer-based test, let your candidate know in advance and suggest that they bring their own equipment or do it at home.

Tip 2: Avoid lengthy tests that could sabotage your process and minimise its transformation.

Tip 3: Nothing beats a developer recruiting another developer.

2) Check his motivation, his potential commitment

Once the technical background has been validated, it's time for the human aspect to be tested. In addition to responding to needs through code, a talent is required to explain his or her choices, give his or her opinion, and exchange with the team. This is why his or her vision and values are crucial to successful recruitment.

You want to change the world with this project? Is agility one of your values? Then share with your candidate the vision of your product and explain how their actions will contribute to the achievement of the objectives! This way, you will help them project themselves in the team and test their motivation for the project.

To get an idea of a candidate's motivation, here are some tips:

  • Some open questions
  • Why did you apply for this job?
  • Beyond this offer, what is your ideal job?
  • Why are you going for a job like this?
  • How far along are you in your job search?

Tip 4: In case of a telephone interview, introduce yourself and give the reason and estimated duration of the call.

If the candidate is coming from a recruiter, they should already have been briefed on you and the opportunity you are offering. Ask your recruiter to give you an introduction to the developer, explaining :

  • The reasons for presenting this candidate to you
  • The date of availability for employment
  • His salary expectations
  • His/her availability to exchange by phone/skype or physical interview

3) Organise an exchange with the team

Always looking for a team dynamic, this exchange will ensure that a candidate will fit in. Put everyone at ease, take the time to make introductions and do not impose a topic for the exchange.

Don't hesitate to ask your team to explain to the candidate what they like about their job and why they like working there!

Tip 5: Involve your team in recruitment.

4) The duration of the process

In today's tight and scarce environment, a good developer finds a job in less than 2 weeks. To attract the best, your process will have to be faster than that. Don't plan any points or actors that can be blocking, adapt your process according to your availability (time but also human) or do interviews via Skype if you have to!

#Process example: Junior Candidate

  • Receipt of application
  • Call (pitch and technical exchange)
  • Homework test (less than 2 hours)
  • Physical meeting: homework code review
  • Founder(s) meeting
  • Team meeting or trial day
  • Proposal

#Process example: Top-gun candidate

  • Receipt of application
  • Call (pitch and technical exchange)
  • Founder's meeting (pitch and technical exchange)
  • Team meeting or trial day
  • Proposal
  • Call or not call?

By feeling! For example:

Rather OK to...ensure the human fit of the technical skills or to pitch the project to a top-gun candidate.

Less OK if...the candidate has applied or come from a matchmaking platform, he/she may not have been interested in your offer in detail so you will have to do the first qualification yourself.

Tip 5: Exchange by e-mail to avoid misunderstandings at the beginning of a process.

Tip 6: It is better to have a quick first call than to waste time with an unnecessary interview.

5) Final step: make an offer consistent with the market

There are several things to consider when estimating the amount of your offer.

The offer should be consistent with the rest of the team. If you are stuck, play on the variable or offer a hiring bonus.

The offer must be consistent with the market. How much are your competitors willing to pay for this profile? Ask the recruiter to give you this visibility if they can.

The offer is a sensitive subject, ask the recruiter to test your offer with the candidate before you officially announce it.

Summary of advice

Tip 1: If you are setting up a computer-based test, let your candidate know in advance and suggest that they bring their own equipment or do it at home.

Tip 2: Avoid lengthy tests that could sabotage your process and minimise its transformation.

Tip 3: Nothing beats a developer recruiting another developer.

Tip 4: In case of a telephone interview, introduce yourself and give the reason and estimated duration of the call.

Tip 5: Involve your team in recruitment.

It's up to you!

After recruitment comes the onboarding phase for your new recruit!

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