This series of short articles will focus on the mass search for unique developers for high-load platforms.
- Preliminary analysis
Below are the main problems and the list is far from complete: - Resume.
It does not always contain all the skills that the recruiter is interested in. Sometimes resumes consist simply of the name of the company and skills, often without even a description of the tasks. - Stack.
Candidates often do not indicate “obvious” tools. - Current positions.
Specialists may not indicate their current position, as a result of which the position of lead engineer will be offered to someone who has been a chief engineer for several years.
At first glance, the solution may be simply a more thorough selection of potential candidates. But … in practice, this simply increases the search time.
The simplest and most effective way to partially eliminate the above problems: using a competency matrix.
The matrix should be based on a description of the existing position and what the potential candidate should have done to become an ideal candidate.
That is why the main question that needs to be asked is “what did the candidate have to learn to do to fit this position”.
This will be the basis for the future “sale” of the vacancy to the potential candidate.