The art of recruiting
April 21, 2022
Recruitment Team

This is the first of a series of four articles regarding the way we approach recruitment in today’s IT market.

A little intro

When looking to grow a community, it comes naturally nowadays to go through a recruitment process of any sort, depending on your community’s scope.  

Did you know that the notion of recruitment can be traced back to the first referral program implemented by none other than Julius Caesar? At that time, the focus was on soldiers that would reinforce their armies, but now we are looking for different skills. Those who brought other soldiers into the Roman Army were rewarded by Caesar with 30% of a soldier's annual pay.  

Although it started during the Roman Empire, it took on a life of its own only in the 1940s.  

Fast-forward to our times: it’s 2022 and although we have come a long way since the 40s, we have some challenges of our own. We are witnessing the Great Resignation; we are dealing with a post-pandemic future that opens us to the world again (insert some anxiety right about here) and people are becoming digital nomads more and more.  

These sound like some crazy times to grow communities, don’t they? However, we propose a shift of perspective. Can everything that is going on right now actually be a huge opportunity?

Usually, the moment things start to go bananas, you know you are up for some interesting transformation.  

Need & Process

In terms of process, things are pretty much the same as they were back in 2019. We were lucky to have a straightforward process then, so we are following the same four big steps:

Step 1 - Client & Team needs

Creating well-devised Job Descriptions and clarifying job requirements.  

Step 2 - Sourcing  

Our holy grail recruitment channel is still LinkedIn. It helps us find the people we aspire to include in our community, connect with them and maintain a relationship.

Step 3 - Interview

The first contact with is with one of the members of our Recruitment Team. Then followed by a Technical Interview with our colleagues (depending on the role). Then the next step would be setting a Final Interview where you will have the chance to discuss more project insights, plus it is a valuable chance to connect with your future Project Manager. There are also some occasions when an interview with our partners can follow.

Step 4 - Job Offering & Onboarding  

There is more to be said here other than discussing the salary and payday. We are now addressing topics like social causes we are involved in, how we grow to be more nomad (you can check our article about minditNomad), how we put people first, how we innovate, and so on.  

The Recruitment Team is also the one that closes the process, and this loop can come to an end with a new colleague if we are lucky. When their first day in comes, they will be welcomed by those they originally built a relationship with – the Recruitment Team.

*Add a little bit of spice*:

Trying to grow a holacratic community of digital nomads in an IT hub like Romania while dealing with its extremely competitive state.  

Recruitment may seem like an easy topic, but the perspective of the people behind it is a key element. Recruitment is also an area that needs to be permanently connected to what is going on around the world, and it cannot exist on its own, separated from the other departments. You need to build a strong and close relationship with marketing, employer branding, culture, business, and operations. You need to act like one, united in why and how.  

We are now growing autonomous communities more than ever, and not just a workplace.  

If something piqued your interest, stay tuned for the next article of the series where we will look more into our WHY & HOW we are connecting it with the recruitment process.

Talk to the team