Hiring | Profiling candidates

BlueGrid.io has developed a “loopback profiling” process in which the first step is to define what we expect culturally and how the candidate for the role in question fits our values and overall culture. Each time we are hiring for the specific role we are restarting the whole process. 

Why do it? Why not create a single loop of requirements and always use it when profiling applicants?

Simply put, different roles are not just work positions people are filling to perform their tasks. Roles can be seen as personalities, mindsets, as people with specific focuses. Looking at how developers work, talk, socialize and what their interests are we can see clear differences between this team and, let say, the support department. 

With this in mind, we are painting the picture of the perfect candidate first. This picture contains BlueGrid.io company core values, cultural model of behavior, technical requirements, and soft skills. It is that only with a clear picture in front of us we are able to have the best use of the candidate pool we have.

Profiling begins before the hiring process, by defining the picture of a perfect candidate, and continues throughout it. Loopback profiling method constantly forces revisit every conclusion and everything we learn about specific candidates in the hiring process. Every revisit is the loopback step to core values, culture profile, tech requirements, and soft skills and it is exactly what makes this process powerful and effective. Looping back to core values, culture, tech and soft skills is allowing us to do a quick “sanity check” against either of the above parameters we identify within the specific candidate. Obviously, it is highly important to recognize any of the above parameters during the interview. BlueGrid is always aiming to hire the best possible HR team members for this process to be as effective as possible. Most of our new processes and upgraded processes have been developed by the same HR team.

So, in conclusion, our profiling process relies on properly defined company values, knowing what the company culture is, what technical requirements we aim for and what are necessary soft skills. It starts with definition of a perfect candidate and then in every step of the hiring process we are looping into above parameters confirming that the picture of the perfect candidate matches as much as possible with the candidate in the hiring process. There is no number of loopbacks prefered, every loopback is initiated on every contact with candidates and every time candidates are reviewed “offline”.

Ultimately, we have to be capable of upgrading the process as we go and changing the way we do things. Every process requires revisits and upgrades, the reason companies believe their process is perfect is because they, probably, don’t have innovation challenges on a regular basis. People operate on a daily basis most of the time on auto-pilot and even our business decisions tend to be dependent on routines or long time learneed methods. In order to go forward, we need to innovate!

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