BlueGrid Hiring Process
Hiring process is absolutely agile-driven whereas it does have a strict envelope of rules and regulations we start with in the process. Agile as a methodology in the profiling and hiring process helps us find a better way of performing a certain segment of the entire process. Some possible pivots in the hiring process are going to be described below thus explaining the use and benefit of understanding the music while jumping the hoops.
Job Role Definition
The first item on the list is describing the role. This is the segment that can be done in correlation with the client, if we are hiring for the client, or it can be done by our hiring team. Hiring team consists of HR personnel which works directly with management and technical leads on defining the requirement, description of the role and any edge case expectations from this role. Since BlueGrid is working with different clients from different industries every role, even the same role for two different products (clients) can vary so much that every job description is always done from the ground up. Using templates simply makes room for mistakes we want to avoid.
Setting Up Outbound & Inbound channels
Applications for official open positions are reaching the BlueGrid hiring team via different sources. Sources are usually job posts websites and platforms with which BlueGrid has agreements. Additionally, our hiring team does very intensive outreach in order to strengthen the pool of candidates.
The selection of candidates is being performed manually due to the sensitivity of the requirements, especially when it comes to higher seniority roles. The first part of this sequence is funneling resumes that are the best fit for the role in question. After the funnel is created the screening calls are scheduled with selected candidates and HR staff is performing these in the following days. Phone screening is designed to verify resume details and, if possible, to go a bit further in order to better prepare the ground for an office interview.
At this point, there is a possibility to add an optional step of including or scheduling another phone screen call with BlueGrid tech lead to verify details that are otherwise hard to verify by HR personnel if those require more specific knowledge.
Short Listing Candidates
All candidates that didn’t reach the shortlist are going to receive customized rejection emails leaving the door open for future reconnection. We are constantly creating new opportunities for new hires thus, it is important to keep the funnel warm.
Further down the road, we are going to create a shortlist of candidates ready for an office interview. Of course, we are always ready to perform remote video call interviews if the candidate is not able to physically be in the office. From here we have another shortlist of candidates that are going into the testing phase with actual tasks defined for the role they have applied to. Candidates that pass this step are going to be introduced with a client for their end to perform necessary screening.
Meeting the Candidates
This is where the process becomes less manageable because different clients have different processes and different expectations from our hiring team. Some clients require certain steps on their end to be performed where some don’t, so this is something we define upon reaching the agreement with the client. Their expectations are being implemented into the BlueGrid hiring process.
The final step, when the mutual agreement with the client is reached in regards to the candidate we are closing on this role, is for our HR team to send an official offer to the candidate. Below is the entire process outlined in an infographic for a better understanding of what are the steps.
Following is the flowchart with above process outlined: