What does it take to create a team of highly sought after engineers working for you in a cohesive environment? That may be a mouthful, but it’s not impossible. In fact; it is very much in reach. So, how many departments does it take to hire the perfect engineer? The answer is more than you might have originally thought.
Your hiring department is there to make sure you get the right people in the right roles. They work with the hiring departments to determine how to meet their needs. Technical recruiters will passively look for candidates by scraping LinkedIn or seek out applicants via job boards and arrange for a phone screening or other first steps of the process. The problem with these methods is that there is no real way to determine whether or not the candidate is actually suited to their role. Technical Recruiters can better determine who will be a great fit by arranging candidates (passive and active) to work on projects that are designed to determine their skill set. Having your sourcing or recruiting team work directly with your tech team to create projects or challenges is key to creating a seamless pipeline of great candidates to evaluate.
Once you have a project or a challenge (shorter project) for your candidate(s) to be working on, it is important to put someone in front of them to determine not just results, but how they get there. Department heads should get involved in the hiring process when building their engineering team because sometimes it's not easy to group people by function, but rather results. Each leader may work differently or have a different process for how their team accomplishes things. Some groups work better together and produce the results companies are looking for even though the team is more unconventional. Department heads can look into results from projects and determine work behavior, their train of thought, execution, and make decisions accordingly. The best scenario is to have the department heads be involved and available during the projects or challenges.
So who exactly should jump in and get involved during the evaluation and hiring? Your IT managers are perfect for mentoring candidates throughout the hiring process. The nitty gritty, day to day tasks are the important ones and if the prospective job candidate will be reporting to the managers, then it is important that management gets involved with determining who those people are. They can accomplish this by watching candidates work on teams behind-the-scenes, seeing just how well they communicate, who steps up to the challenge, and who ultimately, outshines the other candidates(s). Mentoring is an important way to relay recruiting trends, A/B test hat things to look for and how to improve the process for the future. It gives them the inside view and also helps create and develop that relationship with candidates. This gives the candidates a good idea of who they'll be working with, a resource to turn to during the project and most importantly, helps them feel connected and invested.
Success starts from the top down. The Chief Technology Officer (CTO) is the head honcho of engineering, right? At least when looking at markets and trends, the evolution of their competition, potential new entrants, and try to anticipate consumer demand within five-year windows. A Chief Information Officer (CIO) is somebody who uses their understanding of technology to reduce expenses and contain the cost of growth. The role can be different in each company. It's as simple as getting the CTO involved in the strategy. Some might say he or she has too many important things to do and can’t be concerned with recruiting. Well, as more and more small to medium sized business are rising, the role of the CTO is more important than ever. As more small to medium sized companies are arising, the role of the C-Suite has changed. They don’t just delegate and assign tasks. They hustle in work in coworking spaces where they can collaborate with their teams.
ProSky CTO, Fabio Panettieri, tells us the most important thing when looking to hire someone new is to make sure they share the same passion for coding.
“The main thing I care in the interview is about candidates getting excited when they talk about their code, with enough time they can figure out the details, or we can teach them how to do it, but the basics need to be there”
Employing the right people involves getting the right hiring managers involved in the process. Getting all of these departments and individuals involved from the very beginning can help you hire the person that will produce the most results, get along well with others and ultimately be the most technically qualified to fo do the job.
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