Hey Habr!
For the last 15 years, we have been engaged in HR in IT and in those areas where people, staff, create world-class intellectual products and services.
We also do recruiting. Our specialization is the creation of teams that are successful in the global market. Without oil, gas, hemp and sable skins.
In the cold summer of 2019, we decided to conduct an experiment on living people in this particular area.
Purpose: to learn new recruiting practices in IT and similar, personnel-dependent areas. In Moscow.
Find out what works and what doesn't. What helps, what doesn't.
The topic arose by chance, so a representative sample could not be created, and the reliability of the study also remains questionable. But - as it is.
All we can promise you is that the results are interesting. Details under the cut.
So, at the end of May, we chose 20 almost random people who, by the will of fate, decided to change jobs in the summer of 19, and began to ask how they go to interviews, what they like and what they donβt.
Sampling criterion: everyone from IT and wanted to IT.
Level: upper middle.
Examples: senior developers, devops, experienced analysts, team leads, senior testers, project managers, heads of development departments.
As well as b2b sales with experience, senior accountants and HRs.
Clarification: the sample did not include professional job searchers, we call them job jumpers. Criteria: more than 3 years in the same place in the last 10 years.
As summer draws to a close, we've compiled our findings and are happy to share them. Right now.
I repeat: the reliability and representativeness of the data is not such as to speak of quartiles and percentages. Rather, it is a qualitative study about the HR brand and best practices.
Conclusion one. Amazing
Accountants, HRs, IT sales say the same thing as analysts, developers, team leads and testers. No differences.
If somewhere they are rude, think for months, harass with tests and so on, then everyone. And vice versa.
Second conclusion. Positive
What do you need to know now to be a successful recruiter?
1. Read and understand what is written in the resume. All respondents note what they see when the resume is read and understood, and when it is βseen diagonallyβ.
People like the first, not so much the second.
2. A good recruiter knows how to call himself and talk about the vacancy with his voice.
All respondents notice when a recruiter tries to avoid an oral story about a vacancy or tries to read out a text that is not very clear to him.
3. A good recruiter knows how to be friendly and open.
There are, as it were, two poles in the world of recruiting.
On one live those who produce selection among lazy sluts and idiots.
On the second - those who are able to discuss (discuss!!!) the vacancy and experience of the candidate and motivate him.
All respondents note that they understand the presupposition of people who begin to communicate with them. The problem probably arises where the "selectors" have taken someone else's place.
Conclusion the third. Organization of the process. The best practices
Is there a strategy for hiring the most suitable and not hiring those who are not really suitable for the job? Eat.
We called it 'next business day'.
Works like this:
- A response appears or a resume is found.
- The next business day, the recruiter calls the candidate and sells the vacancy.
- An interview with the hiring manager is arranged the next working day.
- The next working day - if necessary: ββtests or Security Council, or questionnaires, or checking recommendations, or a higher manager. Important: "or", not "and".
- The next business day, an offer or refusal appears.
- The next business day - the offer is accepted or not.
Each new working day is a new step.
And then - the best and suitable will be yours. And not yours - they will remember you as a company with rebuilt processes.
But how to make rounds and choose?
Very simple. To choose, you need to be in the Forbes ratings and / or pay significantly higher than the market - then such an opportunity will present itself. Or doing unusually interesting things. This is when the programmer's girlfriend understands what exactly he is doing and is proud of him.
Observation Four
We have a new trend in the labor market.
Talk about money.
Looks like a question: how much are you targeting?
The question is absolutely incorrect.
Let's explain with real examples.
Vacancy one
Skolkovo. Everything is "white". Standardized schedule. Compensation for the apartment there. Meal reimbursement is there. Sports compensation. Payment for the education of children at a local school and VMI for the family. And only 100 rubles. "in hand".
Poor, right?
Vacancy two
"Money 300 thousand." On hands, in an envelope, in black. And an office in Kapotnya.
From a retired colonel who calls to yell at night when his personal life at the club has not worked out. Who every month is surprised that it's time to pay, and sometimes - does not pay, and his secretary takes a few fives from envelopes, handing them out. Rich?
So, βhow much are you targeting?β
Meta observation
There may be a feeling that, apparently, there is a problem in recruiters.
They get paid and paid, but they don't recruit.
In the civilized world, there is a very simple rule: a recruiter successfully hires those whose income is comparable to his income. Recruiter, receiving 150 thousand per month, is successful in hiring candidates in the range from 100 to 200 thousand. Working with 7-9 vacancies at the same time. A simple screening of the market shows that not everyone knows about this rule.
And the last
Our respondents sent us hundreds of vacancies, which are published unchanged every three days on hh.ru from May to the end of August. And these are not mass vacancies.
Difficult to figure out what the essence of such an event is, we can assume: someone has a KPI - βa resume for a vacancy has been reviewed.β
Something similar to the change of curbs and perfect asphalt in the summer in Moscow.
Well, everyone earns as he can ...
Such was the cold summer of the nineteenth year ... in recruiting.
Source: habr.com