Blog

Recruitment

How Automation is Changing Candidate Interaction in the Recruitment Process

8 November, 2024

Career

Cultural Fit: From Its Definition to Implementation

A successful business is built by people. Companies that have found, hired, and retained top talent achieve a unique synergy that helps them meet their goals. One of the key criteria in the hiring process is cultural fit — a concept that often justifies rejecting a candidate, yet remains somewhat abstract and subjective. Everyone has heard of cultural fit, but each person may interpret it differently. So, what exactly is cultural fit? And why does it matter? The Origins of Cultural Fit The concept of cultural fit dates back to the 1980s, when corporations began to realize that the human factor is just as crucial as technology or capital. A company’s success depends on how well its employees align with its values and mission. Thus, organizations started experimenting with hiring based on personal compatibility, evaluating not only skills but also how well a candidate “fits” into the internal culture. One popular informal approach was the “Airport Test,” which asked whether the manager would be willing to spend a few hours with the candidate if they were stuck in an airport together. This became a sort of litmus test for compatibility. Why Cultural Fit Matters Today When an employee fits well within a company’s culture, they integrate faster, perform better, and are more likely to stay long-term. For businesses, this means greater stability and productivity. Companies that prioritize cultural fit enjoy a more cohesive team, leading to higher motivation and effectiveness. Key Factors That Define Cultural Fit Values Values are the foundation of corporate culture, uniting employees around common principles. For example, if a company values innovation and accountability, a candidate who shares these traits is more likely to adapt well to the team. Communication Style Openness to feedback, transparency in discussions, and a willingness to engage in dialogue are crucial for ensuring that new employees can work comfortably within the organization. Mission and Vision The company’s long-term goals help employees understand their place in the team and see how their efforts contribute to the broader success of the organization. The Benefits of Cultural Fit for Businesses Lower Turnover Employees who align with the company’s values are less likely to leave, which reduces the costs associated with recruiting and onboarding new staff. Improved Productivity When employees feel they’re part of the team, they’re more engaged in their work, leading to higher efficiency. Enhanced Teamwork Shared values and vision foster an environment of mutual support and collaboration, which is fundamental to business success. Is Cultural Fit Always Ideal? Potential Drawbacks. Bias and Discrimination Focusing too much on cultural fit can lead to unconscious bias, where employers may favour candidates with similar interests, which can hinder diversity and inclusion within the team. Team Homogeneity Overemphasizing cultural fit may create a homogeneous team, limiting innovation. When everyone thinks alike, the company risks losing its ability to generate fresh ideas. Lost Growth Potential Prioritizing cultural fit might cause employers to overlook candidates with unique skills and experiences, potentially hindering the company’s growth. The Alternative Approach: Culture Add The Culture Add concept offers a fresh perspective, where companies look not only for candidates who align with their values but also for those who bring new ideas and diversity. This approach is especially relevant in today’s market, where adaptability and innovation are crucial. Adding cultural differences prevents uniformity, making the team more dynamic and fostering an inclusive environment. So, What’s the Takeaway? Depending on the company’s specific needs, cultural fit can be either an asset or a risk. Striking a balance between Culture Fit and Culture Add allows businesses to create a team that is not only cohesive but also open to new ideas. Smart use of cultural fit in hiring can help avoid the pitfalls of uniformity, building a productive work environment where every employee can thrive. Be Clever! Be Smart!

22 October, 2024

Career

How to Evaluate a Company’s Commitment to Work-Life Balance and Career Growth: A Guide for Job Seekers

In today’s rapidly evolving work environment, achieving a healthy work-life balance and having clear career growth paths have become top priorities for professionals. According to a 2023 report by Deloitte, nearly 60% of workers cite flexibility and well-being as critical factors in job satisfaction, ranking above salary. This shift highlights the need for companies to demonstrate their commitment to these values actively. For job seekers, discerning a company’s true stance on these issues can be challenging, especially with phrases like “career growth” and “work-life balance” frequently used in job descriptions. Below is a guide on how to evaluate a company's commitment to these values before joining, along with specific questions and methods to gather the information you need. Step 1: Research the Company’s Culture and Values Before attending an interview, conduct a deep dive into the company’s publicly available information to understand its values, and approach to employee well-being, and focus on professional development. Mission and Core Values : Start with the company’s website, especially sections like “About Us” or “Careers.” Companies committed to employee satisfaction often emphasize work-life balance and growth as part of their core values. For instance, LinkedIn's 2024 Workforce Learning Report indicates that companies openly promoting well-being and growth values experience a 28% higher employee retention rate. Employee Reviews on Platforms : Use websites like Glassdoor , Indeed , and LinkedIn . Pay special attention to comments about flexibility, career advancement, and management’s attitude toward work-life balance. In a recent Glassdoor survey, 72% of job seekers said that employee reviews play a critical role in their decision-making process. Social Media and Company Blog : Many organizations showcase their workplace culture on social media platforms, sharing posts about team-building activities, employee achievements, and wellness initiatives. Microsoft, for example, frequently shares its employee well-being programs, illustrating a commitment to a balanced work culture. Step 2: Ask Targeted Questions During the Interview The interview is your chance to ask specific questions and gain insight into the company’s stance on work-life balance and career growth. Here are some questions to consider: Questions About Career Growth What career development opportunities does the company provide? Companies that value professional growth will often have structured training programs, mentorship opportunities, and access to resources like LinkedIn Learning. A LinkedIn Learning study in 2023 found that 94% of employees would stay longer at a company that invested in their career development. What does the career path for this role look like? A clear answer here shows that the company has thought through employees’ progression and is prepared to support upward mobility. Look for specifics on skill development, progression timelines, or internal promotions. Are there regular feedback sessions focused on development? Regular feedback is crucial for long-term professional growth. A company that values employee development will typically offer one-on-one feedback sessions with management to discuss growth, performance, and future goals. Questions About Work-Life Balance What level of flexibility does the company offer in terms of work hours? Flexibility is crucial for balancing professional and personal commitments. According to FlexJobs' 2024 survey, 80% of employees consider flexible hours essential when choosing a job. Does the company expect employees to be available outside of work hours? This question is essential for understanding the company’s boundaries. A supportive employer will clarify expectations and respect employees’ time outside work. How does the company support employee well-being? Look for companies that offer mental health resources, wellness programs, or stipends for activities like gym memberships. A Deloitte study on workplace well-being found that companies investing in wellness see a 20% increase in productivity and a 30% reduction in absenteeism. Step 3: Additional Considerations for Remote Workers If you’re considering a remote or hybrid role, make sure to address these additional factors to ensure that the company supports remote work with clear growth opportunities and work-life balance. How does the company foster team cohesion and connection in a remote setting? Companies that prioritize remote work will have strategies for team-building, virtual check-ins, and collaborative tools to maintain a strong culture. According to a 2023 survey by Buffer, 96% of remote workers report that the feeling of isolation is one of their top challenges, making this question crucial for gauging the company's efforts. What communication tools does the company use to support remote collaboration? Ask how the company manages communication, meetings, and project collaboration. Look for a balance between necessary updates and a culture that doesn’t demand constant connectivity. How is career advancement handled for remote employees? Remote employees often face challenges in visibility, impacting their career progression. A good employer will have policies in place to ensure equal opportunities for advancement, regardless of work location. Step 4: Red Flags to Watch For Even if the answers seem positive, there are signs that may indicate potential issues: Vague Responses If the interviewer avoids giving specific answers, it may mean that work-life balance and career growth aren’t real priorities. High Turnover High turnover can indicate underlying dissatisfaction. According to LinkedIn’s 2024 Talent Report, 62% of employees left their jobs due to a lack of growth opportunities. Repeated job postings for the same role could indicate problems with retention. Inconsistent Employee Reviews Multiple reviews mentioning burnout or inadequate growth support are strong indicators that the company may not genuinely support balance or career progression. Why Work-Life Balance and Career Growth Matter Companies that focus on work-life balance and career development enjoy significant advantages, including: Higher Retention Gallup’s 2023 Workforce Report indicates that companies with strong employee engagement see a 59% reduction in turnover. Increased Productivity Flexible work policies and career growth pathways enhance productivity. A recent study by the International Labor Organization found that flexibility can increase productivity by up to 13%. Better Reputation Employers that uphold supportive policies generally enjoy a stronger reputation, attracting top talent. According to a 2024 LinkedIn study, companies with a balanced approach are 2x more likely to be recommended by current employees. Summary Evaluating a company's stance on work-life balance and career growth requires diligence, but it’s worth the effort. By conducting thorough research, asking the right questions, and being vigilant for key indicators, job seekers can identify employers who value both professional development and personal well-being. After all, the right workplace isn’t just where you work — it’s where you can thrive.

10 September, 2024

Case study

Recruiting Services for Technology Startup

Project dates: Mar 2021 - ongoing; Business Context A technology startup from Israel had plans to grow their team but didn’t have an internal recruitment team, so their hired us to fill positions of Senior Golang and React Developers from Europe. Solutions We identified potential candidates by using a sourcing strategy. This involved leveraging online job boards, social media platforms, and our professional network. We conducted extensive research to identify candidates with the right skill set and experience. Our team performed screenings to assess each candidate's qualifications, experience, and cultural fit. Project summary The summary from Clutch: "Thanks to Brainy Agency’s work, the startup has successfully recruited frontend and backend engineers. The team’s professionalism, responsiveness, and timeliness make for a smooth workflow. They're efficient and communicate well." Partner's Review The client Introduce your business and what you do there. I'm the founder and CEO of a tech startup. The challenge What challenge were you trying to address with Brainy Agency? We are hiring front- and backend engineers from Europe. Brainy Agency helps us identify good candidates. The approach What was the scope of their involvement? I provided Brainy Agency with a job description, and they have helped us through the whole process. This has included identifying and finding the right person to making an offer. How did you come to work with Brainy Agency? I had reached out to a couple of recruiters, and I liked the approach of Brainy Agency. I gave them a chance. How much have you invested with them? We invested somewhere between $15,000–$25,000. The outcome What evidence can you share that demonstrates the impact of the engagement? They work very quickly, and, since they know the pipeline, we've met with a lot of valid candidates. We are able to choose the best candidate to join our company, and I'm very happy with that. I'll be working with Brainy Agency in the future. How did Brainy Agency perform from a project management standpoint? Everything is great. We communicate mainly through Gmail and WhatsApp. Our main point of contact updates me on all of the candidates, and they are efficient. We haven’t had any miscommunication. What did you find most impressive about them? The best part of working with Brainy Agency is that they're transparent about the process, their business model, and how they work. They like to work directly with the candidates after you hire them to know there's nothing funny going on. Everything is super efficient and professional. Are there any areas they could improve? It has been a good experience; they don’t have anything to improve at this time. Any advice for potential customers? Define the roles that you need so that they can be efficient in finding the right candidate. Also, communicate quickly about the results of the interviews so they can adjust their search. For startups without an internal recruitment team, partnering with a dedicated recruitment process outsourcing service can streamline the hiring process and ensure efficient, high-quality placements. Read full review on Clutch ⭐⭐⭐⭐⭐

20 August, 2024

Recruitment

Two businesswomen working together in a modern office environment. Both women are seated at their computers.

Hiring in a Digital Era: Key Trends and Business Strategies

The recruitment world has evolved, leading to a new paradigm for talent acquisition in the digital age. With 79% of candidates and 67% of businesses using social media for job searching or recruiting, and АІ increasingly automating routine processes, the field is evolving rapidly. Companies must embrace digital transformation in talent acquisition and update their strategies and tools. Main Trends in Digital Talent Acquisition: BRAINY's Forecast Automation: ATS and AI Automation tools like Applicant Tracking Systems (ATS) are seriously leveling up the hiring game, making it a breeze. They streamline everything — from organizing applications to filtering resumes and tracking candidates' progress. For example, PeopleForce lets you monitor an employee’s journey from resume submission to career growth. So, companies are now going for all-in-one solutions that link up with both their internal systems and external hiring channels. AI tools, like HireVue , take things further by analyzing candidates’ video interviews. They provide insights into communication skills and traits that might be missed with traditional methods. AI is getting better at predicting candidate success, which means less time and money spent on hiring. Plus, more parts of the hiring process, like initial interviews and screenings, will get automated. This shift will allow recruiters to focus more on personal interactions rather than getting bogged down by routine tasks. Data: Analytics and Insights Data analytics tools have transformed talent acquisition in the digital age by providing insights. They help companies track key metrics to identify gaps or highlight efficiency. By analyzing current employee profiles, you can uncover traits linked to success, guiding future hires. Comparing salary benchmarks also ensures competitive offers. Essentially, analytics is all about: understanding the market; making informed decisions rather than relying on intuition; tracking the effectiveness of investments in team development. Here’s a quick look at some handy tools that support web-based recruitment and data-driven strategies: LinkedIn Talent Insights — data on trends, candidate behavior IBM Watson Talent — deep analytics on recruitment metrics Workday — visualizes data to optimize hiring Entelo — predicts candidate success with AI Tableau — creates data visualizations for easy interpretation Hiretual — AI-driven sourcing and salary insights Visier — predictive analytics for workforce planning Comparably — provides salary comparison data across industries DEI: Fostering Diversity In today’s diverse world, having a team with varied backgrounds and an inclusive approach allows for multiple perspectives and innovative solutions. It’s crucial to ensure our hiring practices align with Diversity, Equity, and Inclusion (DEI) principles. Some companies are even trying out camera-free interviews and anonymous resumes. While these changes might face some pushback, they’re becoming essential. Here’s how you can apply DEI in your hiring : Write Job Descriptions Concisely Only list requirements that are essential for the job, and avoid unnecessary criteria. Use Anonymous Resumes Remove photos, names, and ages from resumes to reduce bias. Offer DEI Training Regularly train your team on DEI to support inclusivity throughout the organization. Digital Talent Acquisition Strategy to Achieve Best Performance Things have changed a lot in recruiting thanks to digital tech. With automation taking care of the boring stuff like sorting resumes, recruiters can spend more time on the strategic processes and personal communication. Social media and specialized platforms are where we find most candidates these days, especially when we need to hire digital talent or Gen Z employees. Manage Social Media as an Employer Actively engage with potential candidates on platforms like LinkedIn , Facebook, and Twitter. Share content about company culture, job openings, and employee testimonials to attract talent. Utilize targeted ads to reach specific skill sets and demographics. Create a Comprehensive Career Hub Develop a talent acquisition website that highlights your company's culture, values, and career opportunities. Many ATS and digital recruiting tools offer integrated career site solutions that allow for easy application tracking and candidate management. Personalized Outreach Use tools to send tailored email campaigns to candidates whose profiles match your requirements. Reach out directly to potential hires on LinkedIn or other professional networks with personalized messages about relevant opportunities. But even with all the new innovation tools, the basics of recruiting – like building relationships and knowing what the business needs – are still key. Learn more about that in our Classic Recruiting Checklist . AI-Driven Screening CV AI tools can automatically filter out irrelevant resumes, assessing experience, language proficiency, and technical skills. This allows recruiters to focus on candidates who truly match the job. For example, if you’re hiring a front-end developer, AI ensures you don’t waste time on candidates who lack any programming language knowledge. This trend also impacts candidates: the clarity and precision of a resume will affect how AI processes it, influencing your chances of being noticed. And this is only part of the changes to which the growth of virtual talent acquisition is leading. Eliminate the Threats: Three Simple Strategies to Focus On Now In the evolving digital landscape, companies must proactively address recruitment challenges . Here are 3 actionable steps: 1. Evaluate and Update Your Technology Stack - Regularly audit your current recruitment solutions to identify inefficiencies. - Compare top-rated tools through resources like G2, Gather, or Forbes Advisor. - Implement new technologies into your process, ensuring your team is well-trained. 2. Foster Lifelong Learning as a Leader - Encourage using platforms like Coursera and LinkedIn Learning. - Support individuals in becoming mentors after completing relevant courses. - Have everyone set and track their personal development goals. 3. Build an Innovative Environment - Foster open communication by creating regular forums for sharing ideas. - Test strategies through pilot programs before broader implementation. - Reward successful innovations to encourage creativity. Use modern technology, a talent acquisition consultancy website, and AI-driven tools to expand your recruitment web and ensure top talent gets caught in your net. Or leave it to us : BRAINY takes care of hiring — your company focuses on growing.

6 August, 2024

Recruitment

A Fallout-inspired illustration featuring a regular person, not wearing any special equipment or armor, but dressed in simple, everyday clothing

IT Recruitment Process And Why It Is So Special?

With rising turnover rates and skill shortages in the EU , the job market has become more competitive than ever. In 2023, most recruiters stated tight talent pools as their main hiring challenge. Thus, the recruiting process can take longer to find and hire a perfect candidate: in 2023, it took from 3 to 6-7 months, with not so much difference between EU countries. Source: Statista Today, you’ll delve with Brainy Agency into the world of modern headhunting, where we decompose all the specifics of successful and fast IT hiring. Use those tips to maximize your recruiting process and hire the best developers and tech experts on the market! What Is IT Recruitment Process, and What Does It Involve? IT Recruitment is the systematic process of identifying, attracting, selecting, and hiring the best-qualified IT candidates for your company. It involves multiple steps, from market analysis and position advertisement to actual sourcing and interviewing potential candidates. We at Brainy like a strategic approach to search IT recruitments. We also use the latest tech advancements during recruiting, and we highly recommend you to do this during your recruiting, as it benefits the hiring process. By combining expertise and technology, we can effectively leverage sourcing channels and save screening, behavioral, and tech interview time. We focus on candidate experience since, in most cases, it's more important than education. After successful hiring, we measure and analyze every aspect of the headhunting process. It helps us to improve our future recruiting campaigns, so we can become even more effective. Read more about digital recruiting trends . Why It’s Better To Divide IT And Non-IT Recruitment Processes? We highly recommend separating your recruitment team into IT and non-IT subdivisions to ensure that headhunters have industry-specific knowledge. More than 70% of candidates find the job-hunting process stressful, while 83% of all candidates want clear timelines for their hiring. Separating your recruitment team into two optimizes the hiring process and makes it less stressful for candidates. The IT team can focus on technical skills, while non-IT recruiters can concentrate on soft skills and industry-specific qualifications. Separate teams will also have better data analysis as they understand their specific benchmarks. In-depth analysis of talent pools can help identify recruitment trends and optimize sourcing strategies. Strength: Processing Lots Of Applications Efficiently handling a high volume of applications is crucial for a successful IT recruitment process. The job market is overcrowded with people who decide to “go with the flow” and try IT just because it's fancy and trendy, not because it's a person’s passion. A robust IT recruitment system allows your IT team to process thousands of applications daily and successfully manage the influx of candidates. Here are some tips that help you not get lost in the headhunting process: Create a standardized application process: Add pre-screening questions, but don’t overdo it. 2-3 questions with short open answers to it would be enough. According to Gitnux , 60% of candidates quit an application process because it was too long or required too much information. Utilize the Applicant Tracking System(ATS): It will automate mundane tasks such as resume parsing, pre-screening, and even initial communication. According to Jobscan , more than 95% of Fortune 500 companies use ATS. Simplify screening: Develop custom screening criteria and prioritize applications based on urgency and candidate quality. Perception And Deep Understanding Of Candidates' Background A deep understanding of a candidate's background is a key to successful talent acquisition. Once the ATS passes promising candidates into the next step of the IT recruiting process, it’s time to dive into their experiences, skills, motivations, and potential fit within the company culture. Here are key areas where you should concentrate: Technical proficiency: Evaluate the depth and breadth of a candidate's knowledge. Ensure that they can apply theoretical concepts to practical problem-solving. Project experience: Analyze the complexity and scope of previous projects, determine the person’s professional contributions, and evaluate their problem-solving skills. Soft skills and cultural fit: Ensure the candidate shares similar values, career aspirations, and cultural background as their colleagues. While educational background and career trajectory are still important, they are not vital. Some great candidates may not have a specific education, but they can brag with vast experience. Some may have a career gap or be not-so-pronounced job hoppers (switching jobs every two years), but they can still benefit your business more than other candidates. Endurance To Deal With Lots Of Requirements The IT industry is constantly evolving. You, as the recruiter, should be aware of the trends. That way, your team can spot the best candidates who are fans of their job. It will also save your company time in the long run, as you can screen candidates even more precisely. It will increase your chances of hiring a perfect employee on the first try. Here are some tips for the tech recruitment process that you should try: Develop a systematic approach to managing job requisitions and candidate pipelines. Implement a robust filing system for documents and communication. Be open to adjusting your priorities and strategies. Collaborate with colleagues from other departments to share the workload. Charisma And Ability To Talk Out The Candidate Charisma helps you to build rapport, uncover the applicant’s hidden talents, and make the hiring process a positive experience. Use the following six IT search recruitment tips to build your charisma: Active listening: Show genuine interest in what the candidate is saying. Maintain eye contact, nod, and ask clarifying questions, but don’t overdo it. Make it natural. Positive body language: Your body speaks for itself. Smile, maintain an open posture, and use gestures to enhance communication. Building rapport: Find common ground with the candidate. Share personal experiences to create a connection. Empathy: Show understanding and compassion for the candidate's situation. Storytelling: Use storytelling to engage the candidate and show how the company's needs intersect with the candidate’s demands. Humor: Use humor appropriately to lighten the mood and create a relaxed atmosphere. Encourage candidates to share their honest, unrefined thoughts in detail. Repeat key points to show that you're listening and understanding. Intelligence: Deep Understanding Of Technology An IT recruiter should have a deeper understanding of the technologies than the average headhunter. It's not just about knowing the latest buzzwords; it's about comprehending the underlying concepts, how technologies interact, and their practical applications in different business contexts. The actual areas of technological understanding vary by project, but there are still some core knowledge bases for all IT recruiters: Programming languages: Familiarity with popular languages (Python, Java, C++, etc.) and their typical applications. Development frameworks: Familiarity with React, Angular, Django, and their usage cases. Databases: Knowledge of SQL, NoSQL, and data structures. Cloud computing: Familiarity with platforms like AWS, Azure, GCP, and their services. Cybersecurity: Understanding common threats, vulnerabilities, and security measures. Software development lifecycle (SDLC): Knowledge of different SDLC methodologies (Agile, Waterfall, DevOps). Emerging technologies: Awareness of trends like AI, machine learning, blockchain, and IoT. You don’t need to learn programming, as we all have different strengths. However, you should be aware of the latest software and technological advancements and network with IT professionals who can share their experiences. IT knowledge allows you to create precise and targeted job descriptions and build trust with applicants at the initial meeting. By using IT recruiting soft skills and your deep tech knowledge, you’ll be able to find the best talents in the shortest amount of time. Agility: Keeping In Touch With Lots Of Candidates Agility is not just a buzzword but more like a state of mind that can help you build a strong foundation of your relationships with both a company and a candidate. To keep yourself more flexible, leverage automation tools. It will free your hours daily, so you can spend it on live communication during talent acquisition. While talking with the applicant, tailor communication to each candidate's specific situation and interests. Reference their specific biographic details from their application or previous conversations to demonstrate your interest in this person. Provide regular updates, even if there's no news to share. That way, you win the applicant’s trust. One-third (34%) of candidates globally reported that they did not hear back from the recruiter in over 60 days, and only 7% were notified of not getting the job. Meanwhile, they still want feedback, even if it's a negative one. You can use automated email templates for this task, implementing different sequences for different stages of the recruiting process. You don’t need to send rejection emails or schedule initial interviews manually. Automation tools save you hours of working time every week. Luck with passive candidates While some might attribute success in finding passive candidates to luck, it's predominantly a matter of strategy, skill, and persistence. You, as a recruiter, should maintain networking with promising passive candidates. Sometimes, adding them to your LinkedIn circle is enough, while in other cases, you may need to network with those candidates on the online and offline events. Identify potential candidates based on specific criteria and reach out proactively. Cultivate relationships with them, even if they do not seek a job. Comment on their posts so they will keep you and your company in mind once they choose to switch. Attend industry events to network with possible candidates, not for instant hiring but for networking. Leverage your existing employees' networks to identify potential candidates. Be aware of candidate reluctance. Many passive candidates might be hesitant to leave their current jobs. Ask them what could change this decision. Maybe you can provide them with those benefits.

25 July, 2024

Recruitment

Effective Recruitment Strategy as a Key to Attracting Top Talent

In the world of information technology, recruiting is becoming increasingly complex and competitive, as such competition is ever-present, even despite the massive layoffs that periodically shake the IT industry. In a dynamic market, IT companies are constantly in need of highly qualified specialists, so the role of IT recruiters is becoming extremely important. In order to ensure the successful development of IT companies and attract the best talent, an effective recruiting strategy is essential today. A recruiting strategy is a detailed plan that defines what positions need to be filled, how, and for what purpose. A well-developed strategy helps to establish a sequence of actions in the hiring process, plan steps, analyze and adapt to changes, act quickly and efficiently, and identify bottlenecks - places that need to be worked on. The Pillar of Recruitment Strategy: Sourcing Component The sourcing process can require significant resources and time, but with the right strategy, it can be greatly simplified and automated. For companies seeking to excel in IT recruiting , partnering with specialized IT Recruiting services can provide a competitive advantage by optimizing and streamlining the entire recruitment process. Implementing an effective sourcing strategy has several significant advantages that help optimize the entire recruitment process. These include: Targeting and Focus A sourcing strategy allows for a clear definition of the ideal candidate profile, focusing efforts on finding specialists who meet specific requirements. This reduces the risk of hiring unsuitable candidates and ensures targeted use of resources. Increased Efficiency A structured approach to sourcing provides a more organized candidate search process. Using proven methodologies and tools helps avoid chaotic actions, reduce redundant tasks, and significantly increase overall process efficiency. Application of Analytics Using analytical tools in sourcing allows tracking the effectiveness of various search channels and optimizing the strategy based on real data. This helps make informed decisions and improve recruitment effectiveness. Reduced Time to Hire A well-developed sourcing strategy helps speed up the hiring process, as all steps are pre-planned and often automated. This significantly reduces the time spent on searching, selecting, and hiring candidates, which is critical in fast-changing market conditions. Innovative Search Method Utilizing modern technologies such as artificial intelligence allows automating routine tasks and focusing on more important aspects of the process. This includes resume screening, conducting preliminary interviews, and analyzing candidates' compliance with requirements. Process Transparency A clearly defined sourcing strategy creates transparency throughout the recruitment process. All members of the recruitment team understand their roles and responsibilities, promoting better coordination and collaboration. This also helps establish clear candidate requirements, easing the evaluation and selection process. Adaptability and Flexibility A sourcing strategy ensures the ability to quickly adapt to changes in the labour market and business requirements. This is especially essential in a dynamic environment where new technologies and methods can change rapidly. The strategy's flexibility allows quick responses to change in job descriptions and candidate requirements, as this happens quite often. Conclusion In summary, an effective recruitment strategy is the foundation for the successful development of IT companies, especially in a rapidly changing market. A well-planned and implemented sourcing strategy not only helps quickly fill vacancies but also ensures a high level of hiring quality, enhancing process efficiency, adaptability to changes, and company competitiveness. The use of modern technologies, analytics, and innovative methods in recruitment helps attract the best specialists, which is a key factor for success in information technology.

9 July, 2024

Recruitment

Recruitment and Selection Best Practices

Recruitment and Selection Best Practices What is recruitment? Recruitment is the process of finding and attracting candidates to fill open positions within a company. It is an essential step in human resource management because it ensures the inflow of new employees who can help the business achieve its goals. It is important to organize this process properly to ensure long-term success for both the firm and the candidate. Read more about the unique nature of the IT hiring process in the article IT Recruitment Process And Why It Is So Special? What is selection? Selection is analyzing and evaluating candidates to identify the best person for a specific position. This stage includes interviews, resume evaluation, reference checks, and tests to understand how well a candidate meets the job requirements and fits the company's culture. The main goal of selection is to find the most suitable employee who will fulfill their functional duties and integrate well into the team. What is the difference between recruitment and selection? Recruitment and selection are two interrelated but distinct stages in the hiring process. Recruitment focuses on attracting a wide range of candidates through various channels and forming a list of potential candidates for the position. In contrast, selection is a more focused process aimed at a detailed examination of these candidates and choosing the one who is most suitable for the role. In other words, recruitment is responsible for quantity, and selection is responsible for quality. Why optimal recruitment and selection is important Allows you to attract the best talen t An optimized recruitment and selection process enables you to identify and engage with the most qualified and talented individuals. This not only helps in filling vacancies quickly but also ensures that your organization is attracting top-tier professionals who can drive growth, increases the productivity and competitiveness of your company. Reduces turnover and absenteeism By refining your recruitment and selection methods, you increase the likelihood of hiring employees who are aligned with your company's culture and values. This reduces the chances of early departures, high turnover rates, and absenteeism, as employees who feel they fit within the company are more likely to stay and thrive. Saves your organization money Poor candidate selection can be costly. By selecting the right candidates from the outset, you avoid the expenses associated with turnover, retraining, and the disruption caused by repeated recruitment efforts. Creates a level playing field An optimal recruitment and selection process ensures fairness and transparency. Structured evaluations and standardized criteria ensure that all candidates are assessed equally, reducing biases and promoting diversity within your organization. This not only enhances your reputation as an employer but also helps in building a more inclusive workplace. Source the best talent around Thanks to advances in technology , your recruitment efforts are no longer limited to local candidates. You can now tap into a global talent pool, enabling you to find the best professionals no matter where they are located. This opens up opportunities to bring fresh perspectives and ideas into your organization. 6 steps in the recruitment and selection process Create meaningful job descriptions Crafting a clear and detailed job description is crucial to attracting the right candidates. A well-written job description outlines the responsibilities, required qualifications, and expectations for the role. It helps candidates self-select, reduce the number of unqualified applicants, and streamline the selection process. Advertise postings in the right places Targeting the right platforms for your job postings is key to attracting qualified candidates. Whether it's job boards, social media, or industry-specific websites, ensure that your job ads are placed where your ideal candidates are most likely to see them. This increases the likelihood of reaching individuals who are genuinely interested and qualified for the position. Screen resumes thoroughly A thorough resume analysis helps to quickly eliminate candidates who do not meet the basic requirements for the position. By focusing on relevant experience, skills, and qualifications, you can narrow down the pool of applicants and ensure that only the most promising candidates move on to the next stage. Schedule, host and evaluate interviews A quality interview is a key stage in selecting a candidate. They allow you to assess not only a candidate's qualifications but also their interpersonal skills and cultural fit. Structured interviews, where all candidates are asked the same set of questions, help ensure fairness and consistency in the evaluation process. Run various tests and assessments Conducting tests and assessments, such as technical skills evaluations or personality assessments, provides additional insight into a candidate's abilities and potential for success in the role. These tools can help you make more informed decisions and reduce the risk of hiring someone who may not be the right fit. Select and hire your ideal candidate After completing all the necessary steps, it's time to make your final decision and extend an offer to the most suitable candidate. Ensure that the decision is based on a comprehensive evaluation of all the information gathered throughout the process, from interviews to assessments, to make the best choice for your organization. For more information on how to build an effective recruiting and sourcing strategy from the ground up to attract talent and streamline the hiring process, see Recruiting and Sourcing Strategy from Scratch: Checklist for Quick Start How does recruitment and selection work in non-profits? In non-profit organizations, recruitment and selection often focus on finding people who share the organization's mission and values. This may mean paying more attention to the candidate's motivation than their professional experience. Non-profits usually seek employees who are ready to work towards a common goal, not just for financial reward. Source, attract and hire candidates with Brainy Brainy Agency specializes in the best modern recruitment and selection practices and methods that help find talented and dedicated employees for your company. We will help, consult, and provide you with the right advice at every stage of the process, from creating vacancies to successfully hiring the best talent. Trust the professionals to ensure the success of your company with Brainy.

26 June, 2024

Case study

Recruiting Services for FinTech Company

Project dates: June 2021 - ongoing; Business Context A Swiss FinTech startup specializing in white-label B2B software for structured product issuers, typically major banks, engaged our services to establish a second engineering team in the Ukrainian market. We focused on recruiting for roles including full-stack developers, DevOps specialists, QA professionals, and client support managers. Solutions We set up spreadsheets tracking the candidate pipeline for each role and established dedicated chats for each position to enhance efficiency. Additionally, we coordinated candidate interviews with the client to streamline the process. The client appreciated our keen understanding of their needs and busy schedules, noting our ability to minimize time spent on unnecessary communication. We effectively filled four roles for our client, and all the hired candidates successfully completed their probationary periods. Project summary The summary from Clutch: "Thanks to Brain Agency's efforts, the client is able to hire well-equipped applicants within the budget. The team has been organized to execute the workflow seamlessly. They have worked closely with the client to understand their needs and requirements." Partner's Review The client Introduce your business and what you do there. We are FinTech startup company providing a white labeled b2b software product to issuers of structured products (usually large banks). I am a lead developer, and I relocated to Ukraine to build a second engineering team for our company. The challenge What challenge were you trying to address with Brainy Agency? Brainy Agency supported us with recruiting, i.e., finding talented engineers on the Ukrainian market. The solution How did you select Brainy Agency and what were the deciding factors? We were creating a shortlist of recruiting companies (mostly from clutch reviews), and then contacted those companies. After the first talk with their management, we selected 2 recruiting companies from this short list. For us, three things were important: good reputation and branding of the recruiting company, reasonable rates, and a good personal connection with the person we will work with. Describe the project in detail and walk through their service package. We were looking for full-stack developers, DevOps, QAs, and client support managers. Brainy would give us a candidate pipeline, and we would pay Brainy only in case of a successful hire. How many resources from the Brainy Agency team worked with you, and what were their positions? We talked to essentially one person at Brainy for the entire project. As far as we understood, she is a client relations manager, and not a recruiter herself; she distributed all the communication to their internal recruiters. Most importantly, she was very pro-active and a pleasure to work with. Results & Feedback Can you share any outcomes from the engagement that demonstrate progress or success? We hired four people pretty quickly in a relatively competitive employers market. Given that we have very high quality standards this was a huge success. On top of that, Brainy's rates are more reasonable than those of some of their competitors. How effective was the workflow between your team and theirs? Brainy was very pragmatic and set up spreadsheets containing the candidate pipeline for each position as well as a dedicated telegram chat for each position. We in terms provided information on our project, the hiring process, the decision makers, etc. We also provided calendly links to Brainy to help us setting up meetings quickly. This allowed us to make decisions quickly with not a lot of overhead. What did you find most impressive or unique about this company? The team's communication is a real pleasure. We felt like that Brainy understands our requirements and our busy schedules very well, and we felt that we wasted very little time on communication overhead. Read full review on Clutch ⭐⭐⭐⭐⭐

11 June, 2024

Case study

Recruiting Services for Surveillance Company

Project dates: Apr 2021 - ongoing; Business Context Luxriot, a company in the security industry, tasked us with recruiting highly skilled C++ software developers. They sought professionals whose salary expectations align with industry standards. The client also emphasized the need for these individuals to be located within the European time zone to facilitate seamless communication. Solutions Throughout the recruitment process, we developed a Google worksheet featuring a curated list of candidates. This worksheet was structured to enable the client to conveniently add comments, modify the hiring procedure, and provide feedback. Leveraging our internal recruitment strategy, we began showcasing suitable candidates within the first week. The client acknowledged that every candidate we presented was of exceptional quality and within their specified budget, leaving them the task of choosing the very best among them. Project summary The summary from Clutch: "Brainy Agency provided extremely high-quality candidates and concluded the recruitment process in a quick and seamless manner. They were very efficient and detailed in their recruitment process. Overall, they stood out from their competitors due to their excellent service." Partner's Review The client Introduce your business and what you do there. I’m the COO of LUXRIOT. We’re in the security and investigation industry. The challenge What challenge were you trying to address with Brainy Agency? We had the challenge of hiring well-qualified software developers at a price level on par with our industry. For example, if we were Google, we could hire a developer for a million dollars a year, but in our industry, there isn’t such a budget. We can’t spend half a million or a million dollars a year on software development. We needed good software developers at a budget price. Overall, we were looking for remote employees. The geography was extended, but we specified the area. We wanted people to be in European time zone so we could fully communicate. The solution What was the scope of their involvement? We hired Brainy Agency as a recruitment agency to find qualified software developers for us. They looked for 2–3 software developers, and then they decided how many candidates they should source for us. We provided them with our required qualifications, and they started feeding us candidates almost immediately. In 2–3 days, the candidates started to flow. We don’t know how they filtered the candidates; I believe they had a database with people that were looking for a new job. They initially gave us a list of four, and they added 1–2 candidates every day. They sourced them either actively or passively. Compared to previous experiences, they did a great pre-screening of the candidates. How did you come to work with Brainy Agency? It was a cold approach. We were contemplating hiring more people, and they chose the right moment to introduce themselves as a recruiting agency that could help us find exactly what we were looking for. They didn’t charge any upfront fees; they started to work for free. Other recruiting agencies we used before required some kind of collateral upfront, and if they found someone good for us, we needed to pay commission. If they didn’t, there was no skin off my nose, and that’s why we signed an agreement with Brainy Agency. How much have you invested with them? Brainy Agency charges 10% of a candidate's gross annual salary. Half of that is due when a candidate starts their job, and the second half is due after a three-month probation period. If a candidate doesn't go through the probation period, Brainy Agency guarantees to find a replacement candidate, free of charge. In our case, we have filled two vacancies totaling €13,800 (approximately $16,900 USD). The outcome What evidence can you share that demonstrates the impact of the engagement? In our previous experiences with recruiters, if we had four people for one vacancy and we let them know that none of them were a fit, they would provide two more, and then we would get a call saying we were too picky. With Brainy Agency, the number of candidates was overwhelming and every person was worth hiring; we could maybe disqualify a maximum of two. Also, some recruiters do simple things like matching keywords, but Brainy Agency understood our exact requirements and found the right candidates, fitting our budget as well. How did Brainy Agency perform from a project management standpoint? They did it very fast. We’d never had such a quick and seamless experience working with a recruitment agency. It was somewhat amazing, and I believe they can match their deadlines for hiring. We communicated over email. For the recruitment process, they established a Google worksheet with the candidates and their CV attached, as well as their basic information — salary, when they could start, and more. In that worksheet, we were able to put in our own information; whether we disqualified that candidate, were in the middle of the interview process, or how successful it was. What did you find most impressive about them? It was the quality of the candidates that they supplied to us. They were all top-notch, high-quality candidates within the budget that we had outlined. My whole team — including HR, a project manager, and the lead developer — told me that they’d never had such a good list of candidates. We were choosing from the best of the best. Are there any areas they could improve? They could lower the price, but the results have paid off, so they charge well. Based on all of our previous experience, this was the best one we’ve ever had, so I have no comment on what could be better. Any advice for potential customers? First of all, I would recommend Brainy Agency to friends and industry colleagues. They really did a great job. Secondly, they proved that they do a great job looking for software engineers, but I can’t say if they’re as efficient in other areas as well. It remains to be seen how they’d perform on salespeople or mid or upper management. Read full review on Clutch ⭐⭐⭐⭐⭐

28 May, 2024

Recruitment

Recruitment and Sourcing Strategy from Scratch: Checklist for Quick Start

Hiring and sourcing are essential for providing a business with the necessary talent to achieve its strategic goals. In the current market, where the struggle for highly qualified specialists is becoming increasingly fierce, an effective recruiting and sourcing strategy helps not only to attract the best specialists but also to optimize the hiring process. Let's look at the main stages of creating such a strategy. Analyze Company Needs Determine which vacancies need to be filled and formulate a detailed profile of ideal candidates, including key characteristics, experience, knowledge, and skills. At Brainy , we discuss these needs with the hiring company and, if necessary, offer recommendations in line with the company's stage of development. For a comprehensive assessment of the current recruitment practices, our recruiting audit service provides insights to optimize and enhance the hiring process . Communication, problem identification, and solution options will help establish a better recruiting process. Set the Goals Establish clear and measurable recruitment KPIs. For example, define which positions need to be filled, the number of candidates, and the deadlines. These goals help focus on priority areas and better plan work. Define metrics to evaluate the effectiveness of the recruiting strategy, such as time to fill vacancies, hiring process duration, and the percentage of accepted offers. Analyze the Labor Market Research the market to understand where to find the necessary candidates and what conditions to offer them. Pay attention to the number of candidates in the market and the level of remuneration for a particular position, using resources such as DOU, Glassdoor, Indeed, or other local job search sites. Discover which social and professional networks candidates in a particular field prefer to use to easily contact them and ensure you use these channels to receive responses from candidates. Develop the Ideal Candidate Profile Create a detailed description of candidate requirements, including professional skills, work experience, education, and personal qualities that match the requirements of a specific position and the company's corporate culture. It is important to form an understanding of which candidate will best fit the company's culture and contribute to its growth and development. This profile will guide you when searching, evaluating, and selecting the best candidate. Choose Recruiting and Sourcing Channels Determine the optimal sources for finding candidates. Common online platforms like LinkedIn, GitHub, Stack Overflow, specialized forums, and professional groups on social networks are suitable for different candidates. Using specific channels will help you hire top talent efficiently. Develop a Candidate Search and Engagement Strategy Determine methods and tools for finding candidates, and how to find the right specialists. This includes search methods like: Boolean Search and X-Ray Search, integral parts of the sourcing process. Alumni Search, if the request is to find candidates who are students or graduates of specific universities, and searching among "donor companies." To get contact information, use various sourcing tools—plugins for finding candidate emails, GitHub search plugins, and scraping tools (Phantombuster, Instant Data Scraper, Data Miner, Skrapp, etc.). Implement the Recruitment Process Establish clear stages of the hiring process, including resume screening, conducting interviews, evaluating candidates, and making decisions. To optimize communication time with candidates, use templates: initial letters, follow-up letters, feedback, rejections, and others. Each letter should be personalized and informative, with the format and presentation adapted to the vacancy and communication channel. Document the Recruiting Strategy Create a document where all gathered information is systematized, and a plan of action for finding the needed specialist is written. This can be a text document, table, or another convenient format that contains information about: Search location Salary range Possible position titles (keywords) Approximate number of available candidates on the market Platforms where candidates will be searched for "Donor companies" where you can search for candidates who are as close as possible to your company's niche Bottlenecks that will characterize possible challenges in working with the vacancy The start date of work on the vacancy and the end date for further analysis of recruiting metrics, such as Time to Hire and Time to Fill Recruiting Analytics Measure and document the results of your work. If the results are not satisfactory, make adjustments to the strategy. Adhering to all stages of creating a recruiting and sourcing strategy is crucial for successfully attracting and retaining highly qualified specialists. Consistent execution of each stage—from analyzing company needs to making changes based on feedback—allows for the most efficient use of resources and time. This ensures high-quality candidates, reduces the time to fill vacancies, and allows for adaptation to changes in the labor market to remain competitive.

14 May, 2024

Recruitment

New Technologies for Best Recruiting Practices

New Technologies for Best Recruiting Practices People are the biggest investment for any company, so managing this investment effectively requires more than intuition. It demands data-driven insights and streamlined processes. Today’s software is designed to help you improve hiring practices and evaluate candidate profiles in-depth. Plus, these tools can tell you what are the reasons some employees leave, making it easier to build solid retention strategies. Based on a Deloitte study , the primary factors influencing the choice of analytics tools for most companies are data visualization and ease of analysis (91% of respondents). So in crafting our Brainy Agency ’s recommendation of the tools, we considered these factors and also took into: - integration with services and platforms: HRIS, Outlook, LinkedIn and other sources; - incorporation of AI technologies, automation capabilities; - pricing and unique differentiator for the recruiting practices. 3 User-Friendly ATS You Should Know About ATS (Applicant Tracking System) is an advanced software solution designed to help HR and recruiting teams manage job applications. This tool lets you make your hiring process easier by putting all job postings, applications, candidate info, and communications in one place. Recruit CRM If you’re tired of jumping between different platforms, this tool will streamline everything in one place. It offers powerful analytics, email integration, and a resume parser that auto-extracts candidate info. What Makes It Special : integration of GPT4; 24/7 customer support; automatic Resume Parser; visual Kanban board with customizable stages. + Best For: recruiting agencies, as it has systems for both candidate and client tracking. - Not Best For: small in-house teams, since there is no career page configuration or connection with HR software. PeopleForce It’s packed with features like recruitment analytics, generating careers pages, streamlined onboarding, and even OKR tracking. No more juggling multiple systems — it seamlessly lets you handle everything from hiring to employee performance. What Makes It Special : candidate’s rating; custom-generated careers pages; offer accepting with eSign; knowledge base. + Best For: mid-sized to large companies that want a comprehensive HR suite. - Not Best For: startups or hiring agencies that only need basic ATS features. Breezy This is a real catch: easy-to-use ATS with free access . It’s simple, intuitive, and designed to make hiring a breeze — pun totally intended. Features like drag-and-drop pipelines, sending emails, collecting feedback, and automated interview scheduling. What Makes It Special : stage automation, one-click job posting, free templates for recruiting practices; real-time insights, employee referrals. + Best For: firms looking for a user-friendly ATS that simplifies the hiring process. - Not Best For: large enterprises or those requiring advanced human resource analytics. 3 Tools for HR Analytics You Gotta Check Out HR analytics tools offer a comprehensive view of workforce trends and performance, going beyond the scope of an ATS, which focuses on the hiring process. They help track recruitment success, measure employee performance, monitor attendance, manage costs, and identify skill gaps. Lattice It offers pulse surveys, goal tracking, and tools for 1-on-1 meetings, all integrated into its performance review system. Plus, it includes diversity and inclusion metrics, helping you keep a pulse on how your team is doing. Visier People It is a powerhouse in workforce analytics, using AI to deliver predictive insights about employee trends, turnover risks, and productivity. It’s all about helping you make data-backed decisions and implement evidence-based recruiting practices. Tableau It is the king of data visualization, perfect for HR pros who need to turn raw data into something they can actually use. Although it is not HR-specific and requires some training for your team, it delivers the most comprehensive and in-depth results, embodying best practices for recruiting mechanics. 3 Speech-to-Text Tools to Make Work Easier Balancing attentive listening with note-taking during meetings can be challenging. You risk missing crucial details or not capturing key points for future reference. Speech-to-text tools can alleviate this burden by automatically transcribing spoken words into text, allowing you to focus fully on the discussion and easily retrieve important information later. Tactiq Tactiq is a real-time transcription tool that plays well with Google Meet and Zoom. It’s a lifesaver for recording interviews and meetings, capturing everything with near-perfect accuracy. Real-time captions, the ability to highlight key points during meetings, and translation services make it stand out. Price: Free plan (10 meetings); paid plans — $20/user/mo. Fireflies.ai Fireflies.ai automates meeting transcription and note-taking, giving you searchable transcripts to share with your team. It supports voice commands and offers AI-driven insights, making it easy to find key points, generate summaries, and sort meetings by topic, role, or team. Price: Free plan (800 minutes); paid plans — $18/user/mo. Fathom Fathom does a stellar job of capturing and summarizing meetings automatically, giving you concise insights and action items. Additionally, you can create short clips from the meeting, add them to playlists, and share them, making organizing and reviewing information between meetings easy. Price: Free version for individuals; paid plans — $19/user/mo. In a world brimming with cutting-edge technologies designed to embrace best recruiting practices, it's clear that investing in the right tools is crucial. But if you're not ready to allocate the budget or resources to leverage these technologies, it's time to consider partnering with a recruitment agency like Brainy that is equipped to handle full cycle recruiting .

23 April, 2024

Recruitment

A sharp and realistic image representing a business professional in a formal suit, reviewing documents, and shaking hands with another person

Full B2B Guide: How to Recruit a Recruitment Agency

How Does the Recruitment Agency Market Look Today The global recruitment services market is continuously evolving. In 2023, it was valued at $757.56 billion and is experiencing steady growth. Certain companies excel in areas such as IT, marketing, or sales to find top candidates. Others focus on recruiting high-level positions, while different firms provide temporary staffing for short-term projects. Additionally, some specialize in headhunting for hard-to-fill roles. The present market trend is crafting targeted recruitment solutions. Agencies are doing more than filling positions. They're also focusing on employer branding, performing audits, and offering strategic insights. So, what niches search and select recruitment agencies? They can generally be divided into two distinct characteristics: Market Saturation: In fields such as Marketing and Sales, the candidate pool is too large, necessitating careful filtering to identify top talent among many who might only have completed brief online courses. Talent Shortage: In other sectors, such as IT (especially in AI and Cybersecurity), there is a significant shortage of qualified candidates. It requires an in-depth search and high-quality professional communication with potential hires. What Functions Can You Delegate to a Agency of Recruitment When you hire a recruitment agency , you can delegate all or several key functions to them. These responsibilities include: Candidate Search . Agencies have extensive databases and a wide range of sourcing channels. Screening and Interview . Agencies have effective methods for initial steps and relieve you of the time-consuming process. Reference Check . This ensures the accuracy and reliability of candidate information. Negotiation. Agencies help achieve favorable terms, leveraging their experience and understanding of the job market. Onboarding. They ensure a smooth integration of new hires, facilitating a quick and effective start within your company. How to Decide Which Functions Your Business Should Delegate If You Have an In-House Hiring Team If your company has its own recruitment team, consider outsourcing the most time-consuming tasks like resume screening, initial contact, and discussing terms. This way, your team can focus on working with the top candidates and tackling bigger strategic goals like building your employer brand . If You Don't Have an Internal Recruiting Team If you don’t have a recruitment team on staff, using a recruitment agency for employers can be a great solution. From posting job openings to onboarding new hires, they are capable of handling almost everything. This lets you focus on running your business while they manage the entire recruitment process. What you choose to delegate can determine the most suitable type of outsourcing company for your needs. Find out how to choose the best fit for your business before you register with a recruitment agency. Pros and Cons of Outsourcing to a Recruitment Agency Pros Staffing agencies have specialized expertise, experience in finding talent, and insights into the job market. Delegating hiring tasks saves you time and allows you to fill positions more quickly. Agencies have extensive networks and access to a Larger Talent Pool. Experienced recruiters are less likely to hire the wrong person and minimizes risk. Cons Hiring a recruitment agency involves additional costs that should be factored into your budget. Outsourcing means you have less direct control over the process. Over-reliance on an agency can lead to dependency, reducing the development of your internal team. How to Evaluate Business Proposals? When reviewing proposals from recruitment agencies, start by checking if their methods align with your needs. Assess their proposed recruitment strategies, including the techniques they use and their understanding of your industry. Look into their track record and read client reviews to confirm their reliability. Compare their fees with the services and value they provide. Contact a recruitment agency and consider scheduling an interview with the CEO to discuss their strategies and determine if they’re a good fit for your company. Professional agencies will always request detailed information about candidates' qualifications, terms, and your positioning as an employer. Pay attention to their clarity in communication, reviews, and reporting. The easiest way to compare is by using a table. For example, here’s how it works with Brainy Agency : Criteria What to Expect From a Contract with a Recruitment Agency? Exclusivity Opting to work exclusively with one agency ensures a faster and more efficient hiring process. This focused partnership means you don't waste time on repeated briefings. A dedicated recruiter understands your vision and finds the best talent accordingly. Free Replacements Some agencies, like Brainy, offer support until the candidate’s first day on the job or even beyond. If a hired candidate does not pass the probation period, the agency will find a replacement at no extra cost, ensuring continuity and protecting your investment. Prepayment You pay part of the amount upfront to cover initial search costs and ensure the agency’s commitment to the project. The remainder is usually paid after the candidate successfully starts. This setup helps manage cash flow and resource allocation for both sides. Unlimited Candidates This provision allows the agency to present as many candidates as needed until the right hire is found. It gives more flexibility and ensures access to a broad talent pool. At the same time, you can choose to review additional options or settle on the first suitable one, depending on your preference. Reporting Expect regular updates on progress, including details on the number of candidates presented, their qualifications, and interview outcomes. After the hiring process, the agency should provide a performance report or even a comprehensive case study like this one for Fintech Niche . These tips will help you find a recruitment agency and work, ensuring maximum efficiency and transparency in the hiring process. According to Deloitte's Global Outsourcing Survey , 65% of respondents stated that outsourcing allows their organization to focus on core activities. So work with your team, and trust us to expand it. Please schedule a consultation with me, the CEO of Brainy, to discuss how we can help your business hire professionals.

9 April, 2024

Case study

Recruiting Services for Cryptocurrency Exchange Platform

Project dates: June 2021 - ongoing; Business Context Paybis, a fintech company specializing in cryptocurrency exchange and considered a pioneer in the industry, has engaged us as their permanent recruiting partner to fill technical positions. During our collaboration in 2022-2023, we successfully filled positions such as Senior PHP, Vue.js, and FullStack Developers, Business Analysts, and Sales Managers with experience in the crypto industry. Solutions The provided recruitment services included creating a shortlist of candidates, sending their profiles to the client, and offering support to applicants throughout the hiring process. From the beginning, communication channels were established for rapid communication, and the recruitment methodology was customized to meet the client's needs, ultimately saving time for the company's Hiring Managers. Project summary The summary from Clutch: "Brainy Agency assisted the client in successfully filling vacant positions, ensuring that all necessary qualifications were met. The candidates they chose not only met these requirements but also completed their probationary periods successfully and remain employed by the client to this day." Partner's Review The client Please describe your company and your position there. I am IT Recruitment Manager. Founded in 2014, the company is one of the pioneers of the cryptocurrency exchange industry, aiming to become a one-stop solution for all crypto and fiat needs. The challenge For what projects/services did your company hire Brainy Agency? Brainy agency provides us with a recruitment service. The solution How did you select this vendor? We began our collaboration with Brainy agency based on a good recommendation from a colleague. Describe the scope of their work in detail. Brainy agency is engaged in recruitment for IT vacancies. They are engaged in the search and primary selection of candidates. Support candidates through the hiring process, until they get to work. Also maintain contact after. What was the team composition? The agency had two IT recruiters working on our vacancies. Results & Feedback Can you share any outcomes from the project that demonstrate progress or success? Brainy agency closed half of our vacancies, which is a high and good result among agencies. All candidates successfully passed their probationary period and are still working for the company today. How effective was the workflow between your team and theirs? Communication from the agency is always at a high level. All the candidates` profiles are submitted at a high speed. They clarify all the issues about the open roles from the start and get complete information for a successful result. Also, they provide positive candidates` experience due to their quick response to their additional requests. Thanks to our collaboration with Brainy Agency we got the relevant candidates for consideration, which mostly ended with successful closing the positions. What did you find most impressive about this company? Brainy agency approaches the work responsibly and diligently. They work for results. We recommend this company Is there any area for improvement or anything that could have been done differently? Brainy agency is comfortable to work with, everything suits Read full review on Clutch ⭐⭐⭐⭐⭐

26 March, 2024

Recruitment

An illustration representing timeless recruiting practices with a focus on diversity and inclusion

Recruiting Best Practices: Evidence-Based Process

Timeless Best Recruiting Practices: Embracing Diverse Approaches While trends in talent acquisition may change, some practices remain timeless, ensuring every candidate feels valued and appreciated. Perspectives and strategies offer unique insights, but they all converge on building a strong, capable workforce. Here, we explore various viewpoints on recruiting best practices, highlighting the timeless essentials that every successful hiring strategy should embrace. Embrace Data-Driven Recruiting: Making Informed Decisions By analyzing key metrics such as time to fill, source of hire, and quality of hire, organizations can refine their recruiting strategies to be both effective and efficient. This data-driven approach helps identify what works best, allowing for continuous improvement in the hiring process. Understanding and using data ensures that recruitment efforts are based on evidence and insights rather than guesswork. Building a Strong Employer Brand Creating a diverse and inclusive workplace is essential in recruitment practices and offers numerous benefits to employers. Implementing strategies that promote diversity, such as inclusive job ads and blind screening techniques, ensures a broad range of talents and perspectives. Embracing diversity fosters a rich array of skills and experiences that enhance human resource practices across the entire organization. Attracting Top Talent Highlighting what makes your company unique and why it is an excellent place to work makes your organization a desirable destination for prospective employees, significantly enhancing recruitment efforts. Values, culture, and mission are essential ingredients in creating an environment that attracts the best talent in the market. A well-crafted employer brand not only draws in top candidates but also enhances employee engagement, instilling a sense of pride and loyalty among team members. Crafting a Positive Candidate Experience: Warmth and Respect Ensuring a smooth, transparent, and respectful recruitment process leaves a lasting impression and attracts top talent that aligns with your company's values. From the initial application to the final interview, treating candidates with care and respect transforms the interview process into a welcoming introduction to your company culture. This approach builds goodwill and motivates high-quality candidates to join your organization. Leveraging Modern Technology for Best Practices in Recruiting: Mechanics On Enhancing Efficiency Modern recruitment technologies, such as Applicant Tracking Systems (ATS) and AI-driven analytics, streamline the hiring process. These technologies help manage applications, screen candidates, and schedule interviews efficiently, saving valuable time and resources. Utilizing technology wisely ensures that your recruitment processes are both effective and efficient. Technology will automate repetitive tasks, freeing up recruiters to focus on more strategic aspects of hiring. Encouraging Employee Referrals: Trusted Recommendations Built Into Human Resource Best Practices Employee referrals result in quick hires, desired culture fit, and higher retention rates. Implementing a referral program with meaningful incentives can motivate your team to actively participate, leveraging their networks to find the best talent. You can use a network of the best talents in the market—your employees! Employee referrals tap into existing networks , often bringing in candidates who are well-suited to the company culture. Developing Engaging Job Descriptions: Clear and Compelling Creating job descriptions that accurately reflect your company's culture and the role's responsibilities offers significant benefits for the organization. Clear, engaging, and value-aligned job ads attract candidates who are genuinely interested and well-suited for the position, leading to a more efficient recruitment process. This clarity sets clear expectations from the start, reducing misunderstandings and turnover rates. Well-written job descriptions help candidates self-select, ensuring a better fit for the role and the company. Ultimately, this results in higher employee satisfaction, increased productivity, and a stronger organizational culture. Implementing Structured Interviews: Fair and Consistent Structured interviews, where each candidate is asked the same set of questions, ensure fairness and consistency and serve as evidence-based recruiting practice. This practice allows for a balanced and unbiased evaluation process. Structured interviews help you compare candidates objectively, based on the same criteria, and make informed hiring decisions, reducing bias. Offering Continuous Feedback: Ongoing Support Providing constructive feedback, whether candidates move forward or not, brings immediate benefits to your company. It helps streamline the hiring process by clarifying expectations and reducing misunderstandings. Continuous feedback also ensures candidates are better prepared for future opportunities, potentially saving time and resources in subsequent recruitment cycles. Furthermore, this practice can lead to an increase in quality referrals as candidates appreciate the transparency and support they receive. Conclusion As key facilitators in the recruitment process, our role is to nurture, support, and guide candidates through a journey that is efficient and mutually beneficial. By integrating diverse perspectives on best recruitment practices, you can create a recruitment strategy that not only attracts top talent but also fosters a positive, inclusive work environment. Each of these practices, whether focused on data, diversity, branding, technology, referrals, job descriptions, interviews, or feedback, contributes to building a strong and dynamic workforce. It may sound like a lot of work—and it should. Only companies with the strongest teams reach the heights of business goals. Treat your employees as reliable partners, and it will pay off in the shortest time. And if you feel like you're drowning in an ocean of processes—I would be happy to discuss the recruitment challenges of your business and propose how Brainy Agency can help solve them. For further insights into the trends shaping recruitment in 2024, check out our article on 2024 Recruiting Trends: Mastering the Future of Talent Acquisition .

12 March, 2024

Recruitment

Why Consider LinkedIn Recruiter?

In the evolving landscape of talent acquisition, LinkedIn has emerged as a crucial tool for recruiters aiming to streamline their sourcing processes effectively. This platform, especially its paid versions like LinkedIn Recruiter, offers advanced functionalities that can significantly enhance your recruitment strategy. Here’s a detailed look at some of the standout features that make LinkedIn an indispensable resource for modern recruiters. 1. InMail: Your Gateway to Enhanced Candidate Engagement One of the most powerful tools in LinkedIn Recruiter is InMail, a feature that facilitates direct communication with potential candidates, even those outside your immediate network. Here’s why InMail is a game-changer: Dedicated Communication Line: InMail ensures that your messages do not mix with your regular LinkedIn messages, providing a clean slate for each candidate interaction. Customizable Alerts: Tailor your message headlines to capture attention, increasing the likelihood of a response. Timed Messaging: Schedule your messages to be sent at an optimal time, considering the recipient’s time zone, which maximizes the chances of your message being read first. Analytical Insights: Monitor and analyze your response rates by demographic and professional criteria, enabling you to refine your approach continuously. 2. Collaborative Project Management LinkedIn Recruiter’s project management features are invaluable for organizing your recruitment efforts around specific vacancies. These tools allow for: Role-specific Projects: Set up projects tailored to specific job openings with adjustable search criteria using more than 40 filters and keyword searches. Team Collaboration: Share project details with your team, ensuring everyone is aligned and can access candidate statuses and communication histories. This prevents overlap in candidate communications and ensures a unified approach. 3. Strategic Company Exclusions A unique and highly practical feature of LinkedIn Recruiter is the ability to exclude certain companies from your search queries. This is particularly useful in avoiding conflicts of interest and maintaining ethical recruitment practices. You can: Exclude Competitors or Partners: Ensure you do not unintentionally approach candidates from partner firms or key stakeholders, maintaining professional boundaries and respecting non-solicitation agreements. Optimizing Your LinkedIn Recruitment Strategy To truly benefit from LinkedIn Recruiter, it’s not just about knowing what features exist—it’s about integrating these tools into your daily recruitment practices effectively. For companies seeking a comprehensive recruitment approach, our recruitment outsourcing process service offers tailored solutions that leverage LinkedIn’s advanced tools to streamline the hiring process. Why Consider LinkedIn Recruiter? As recruitment becomes more integrated with technology, tools like LinkedIn Recruiter can offer a significant competitive edge. They provide a combination of reach, precision, and analytical capabilities that can transform your recruitment process from reactive to proactive, ensuring you attract and engage the most suitable candidates efficiently. If you're looking to enhance your recruitment strategies and make your processes more dynamic and results-driven, exploring LinkedIn Recruiter’s features could be the step forward you need. Embrace these tools to not only meet, but exceed your recruitment goals in this digital age.

29 February, 2024

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