As companies adopt more flexible remote working practices, and allow for more full-time remote roles, recruiting teams all the sudden can expand their geographic pool to...everywhere in the world. But global recruitment all the sudden doesn’t make things easier, it actually makes them harder, a lot harder. Targeting is much more difficult as talent acquisition teams have more job boards to learn and post. Candidate messaging, approaches, and recruitment strategies vary across regions and cultures. Screening practices also vary widely by regions and cultures, the nuances of which take a long time to learn.
Clicking the box “The Entire World” on LinkedIn Recruiter just isn’t going to get the quality candidates you need in a convenient way.
Technical Recruitment, Even Harder
Global recruiting is hard enough when you fully understand the job requirements and roles, such as an accountant, marketer, or sales position. Many recruiters and talent acquisition professionals are not software developers and job reqs coming from the engineering teams don’t even seem like they’re in english.
Can you find someone experienced in using source control for Spring, Hessian, and JMS paired with an understanding of OOP concepts and MVC architecture? What does that even mean?
It’s hard enough just to find these folks never mind pre-screen them and feel confident about handing qualified candidates over to your technical hiring managers.
This is where Admios can help.
How We Mimic Your Existing Recruitment Process
Over the last 15 years, Admios has worked with a lot of talent acquisition, recruitment, and engineering teams. Our goal is not to tell you how to recruit, but rather to mimic, shift, and fit your existing process to make it easier for you to find, screen, and hire technical talent.
There are many types of engineering recruiting processes we’ve worked with over the years and we’ve learned a lot about the value and pitfalls of each:
- Test Based: Candidates are provided with online coding challenges, take-home tests, or mini-coding exercises to evaluate skills. These types of tests claim to be truly objective but there are often two issues:
1. Unconscious bias built into the exam that weeds out diverse candidates
2. It’s hard for an exam to reflect the actual daily work of a developer so often times they focus on more general programming challenges that may or may not be relevant to the product or tech stack.
- Personality Based: “We want someone who's a good cultural fit" is typically what you’ll hear during these interview preps. This process is usually undefined and will have existing engineers "spend time" with candidates to "get a feel for them." It ends up being more about social cues than skill. For obvious reasons these do not scale across geographies nor cultures. A good example is Russia/Eastern Europeans don’t smile and in the US we read this as cold and distant.
- Resume Screen: For non-technical staff, this often means looking for buzz words that are mentioned in the JD or keywords that the hiring manager has dropped in your lap. Anyone can list a technology on a resume and candidates often pad their resumes with any technologies they are vaguely familiar with. This is perhaps the worst because you’ll be letting through a lot of poor candidates that will only waste time for the engineering team.
- Undefined Interview Process: Unfortunately, this is probably the most common recruitment process we run into, especially for smaller companies. In this case recruiters will have an existing developer hop on the phone or pull them into an interview to do an “engineering gut check”. These suffer from the same flaws as the personality-based process and tend to waste a lot of valuable development team time.
We understand that there are good reasons to have some or a mix of these strategies in your recruitment process and there are legit values for some options mentioned above. We will learn what works for you and add a layer of technical expertise to help you avoid the many pitfalls and time sucks for technical talent acquisition.
Our goal is to help you quickly find qualified candidates and efficiently get those candidates hired without wasting too much of you or your engineering team’s time.
Your Technical Recruitment Translator
We get it, engineering lingo is confusing. But that doesn’t mean your recruitment strategy should be a resume word search. On top of that, engineering lingo changes quickly, the difference between senior and junior developers is vague and varies from company to company, and nothing in industry is standardized.
Admios helps TA teams translate the JDs and requirements coming from your hiring managers into actionable strategies you can act on. We then mimic your recruitment process to find the right developer for your team. We’ve been doing this for 15 years and have the expertise to find high quality talent that meets your technical and cultural requirements in 2 - 3 weeks.
And we aren’t just about staffing short-term, butts-in-seat candidates like some marketplaces out there. We learn what types of engineers have been successful at growing over the long term at your company so you get an invaluable team member for the long term.
Over the years we’ve learned that a developer performs in the right context for your team. Finding that diamond in the rough is often a blend of the right skills, experience, passion, and personality that aligns with your company, product, team, and culture.
If you’re struggling with hiring technical talent, we’d love to chat to tell you about our experience and see if we can help get the talent you need quickly.