HR work through the eyes of the developer

    Hi, my name is Evgeny Kovalevich-Krutzan, I have a wife and a son. In search of a stable job, I changed 4 companies and tried myself in various fields of activity. I wrote software for a state project, was a manager in a large company, was a student and teacher, worked as a programmer and designer, tried to open my own business, worked on freelance, was engaged in sales, was an organizer of events and a captain of game teams.

    I went to dozens of interviews and noticed that many companies make the same mistakes. My circle job search service in the IT industry asked me to tell you about the most popular mistakes of recruitment consultants during interviews with programmers.

    Now I work as a senior developer at Brandivision and lead my projects. I got to Brandivision largely because their entire recruiting process was built correctly and correctly:
    - My interview was scheduled on the same day when I applied for the vacancy.
    - I was not offered practical tasks, there was only an oral survey on technologies and skills.
    - The test period of the trial period was remote, it lasted only a week, during which it was necessary to close several tasks in a large project. Within a week, I organically joined the workflow and actively collaborated with key specialists of the company.

    5 steps to become part of the company

    Before talking about the mistakes (we will talk about them in the second part ) that HRs make when communicating with applicants, I will tell you how the recruiting process looks like through the eyes of a programmer.

    1. First acquaintance with the company

    This happens long before the programmer responds to the vacancy, or rather, from the moment when he first learns about the company. Much can lead to misunderstanding: a strange statement by the company in the media, former employees with a negative opinion, problems with the technical implementation of prepared projects, and much more.

    It is better for company management to make more efforts to form an attractive image of the company and a strong HR-brand for potential candidates.

    2. First contact

    When a programmer begins to look for work and the company falls into his zone of interest, an open phase of dating begins. He is looking for information about the company, and it is beneficial for the HR department to get it from the company's sources.

    As soon as the programmer sent a response letter, he waits for an answer. It is advisable that recruiters respond as soon as possible, and the answer is competent and detailed. The applicant needs to know that the HR department got acquainted with his resume and wants to discuss the nuances. During this acquaintance, an idea of ​​the company's interest in the specialist and the coordination of work of all departments is formed.

    How the employer processed the application plays an important role. If a programmer immediately receives a test task in response to an application, then he is unlikely to be happy to start it right away. But if the HR specialist studied the resume, and then clarifies the details of interest, presents the company, then the programmer is more likely to take up the test task or accept an offer from such a company. Responding to the application of the applicant, it is important to understand that programmers often do not indicate all their knowledge, skills that they possess, hoping to tell in more detail about their capabilities in person.

    Also an important indicator is the speed of response to the application. If a company responds within 4 hours of a standard working day, then the programmer will establish contact with her, and not with another company. If in a day - this is also acceptable, but such a company will be one step behind companies with the same proposal. If at all after 2 weeks, at 3 o’clock in the morning, then your answer will not even be read, because by this moment there will already be enough companies with which communication is already being conducted. Get ready for the fact that most often in such situations you will be answered “Thank you, but a job has been found, the offer is no longer relevant.”

    3. First meeting

    After the first meeting, the developer, as a rule, eliminates most of the companies. The reason may be the appearance and technical equipment of the office, how they will meet the person, who will communicate with him in what manner. The moment of personal acquaintance is of great importance.

    There may be two options for the development of the plot. Or the first meeting takes place only with an HR specialist: at this meeting, personal moments, the reasons for the search and choice of this particular company are simply clarified. Or, in the absence of an HR specialist, a meeting occurs with technical specialists and the technical director: they should be as competent as possible in the field of interest to the applicant. In this case, an oral or written check takes place, a dialogue is going on about the company, its activities, prospects, and related aspects of possible cooperation are being specified. During this communication, an understanding comes of whether this specialist is specifically suitable for this company.

    4. The main stage of dating

    After personal communication has begun, the programmer and company check each other. The employer must understand that if a programmer is suitable for him, then he is certainly suitable for others. Naturally, the candidate for ethical reasons will not talk about the proposals of competitors, but will evaluate the potential employer and monitor how the company builds relations with him: how he conducts the interview, whether he takes the initiative. He will also compare working conditions, financial, additional bonuses and the general atmosphere in the company.

    For example, sometimes a developer has to write independently to HR specialists to find out if a vacancy is still open. And there are times when HR will write, clarify your working status, find out if you have enough information about the company, answer additional questions, find out your opinion about the visit to the company and offer a position.

    When the programmer completed the test task, discussed the subtleties of work and organizational issues with the employer, there comes a time when he needs to undergo an oral technical interview. Most often, it is conducted by the technical director and the head of the department in which this candidate will work.

    5. The end (win / lose)

    At this stage, the employer decides whether the candidate is suitable for him. And the programmer, in turn, decides whether everything suits him in the future employer and the proposed conditions.

    It is important to understand that job seekers initially turn to a large number of companies when looking for work. From several companies, the applicant wants to choose the one where he will be more comfortable working and where he sees the greatest opportunity to develop his professional skills.

    For example, I had a situation when it was possible to leave for a large company, but at the same time I would have to deal only with the development of components of the company's system. This option was initially lost, because working as a team lead in a smaller company, I could work with a wide range of responsibilities. At that time, on the one hand, there was the name of a well-known company, and on the other, the opportunity to influence the development and be responsible for the entire department of the company. And although I then refused both offers, but preference was given in favor of working as a team lead.


    Today, the applicant in IT, as a rule, has several companies in mind and he goes through several interviews almost simultaneously. And it is the applicant who is in the role of the very “merchant” choosing the “product”. It is very important for employers to organize the recruitment process well, in which all participants will be able to make decisions quickly and competently. At the same time, whatever the outcome of your negotiations on cooperation, it is advisable to stay in touch and maintain good relationships.

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