Have you ever wondered what a recruitment process is and what it contains? Every company has defined steps and procedures before filling a certain position.

The main phases that our recruitment process goes through are planning, strategy development, attraction, and candidate evaluation. 

But thinking about the recruitment process made me realize that getting the right candidate at the right time for the right position sometimes feels like entering a crowded room where you have to do the impossible to get the right candidate's attention. We all want to have fun at work, but after a while, the fun part of the job subsidies, and the real and unique value of the company surface.

Iborn’s philosophy 

Our recruitment process has a different philosophy. Yes, we still have fun, but feeling safe, respected, heard, and appreciated is what matters to us. As we nurture our culture and employees by helping them grow, learn and reach their maximum potential and go beyond that, we expect the same feedback from them. That is why our recruitment process is designed to attract the right candidates and people that have the same view on things as we do. So, let’s focus on the serious side of the coin called the recruitment process and the phases it contains, and our way of standing out from the crowd. 

Recruitment that stands out from the crowd

Planning 

A process without a defined plan is doomed. So a little advice even though you are not reading this for the first time - never start a project without a detailed and structured plan!

As developers work on specific projects, in the recruitment process filling a certain position is a project because each position requires attention and dedication to detail. And that commitment can be seen in the plan. 

The planning in our recruitment process contains:

• A detailed description of the required candidate;
• Qualifications and skills;
• Experience;
• Job specifications, and its nature;
• Steps and measures that should be taken to reach the right candidates.

Strategy Development

Our strategy in recruitment is to go the right way. Not to present as the most fun place to work, but as the most progressive. Not to highlight our sport benefits, but the projects we work on. Not to show our employees having fun, but they evolve. Not to show our free snacks, but our culture. 

Our strategy lays on our  strengths and on the parts that make us different and unique:

• Projects - We are working and aiming for projects in the most attractive and fast-developing industries. Starting from the travel industry and going all the way to the music industry is where we leave our footprints and deliver exceptional value.
• Teams - Our people are developers with truly wonderful mindsets, respectful and friendly so if you feel you share our view of things you are more than welcome to join our big family.
• Mentors - A mentor influences the personal and professional growth of a mentee, and here at iborn, the mentors wear that title with pride. They are our MVPs.
• Technologies - We are always applying the latest technology to our projects so our developers can continue to grow and learn as they go.

Attracting and Sourcing 

Identifying the right talent and motivating and attracting it is one of the most important aspects of the recruitment process. For the open position to reach the right people, we at iborn use internal and external sources. We are always open to recommendations from our esteemed employees, but external sources such as social networks, iborn.net website, portals, and employment sites allow us to reach a large number of desirable candidates.

Candidate Evaluation 

Candidate evaluation contains 3 crucial steps, and those are:

• Application Screening - By screening applications, we are filtering the candidates for the further selection process. As any mentioned phase above it is clear that this one is also an integral part of the recruitment process. Whale gathering and receiving application screening helps us separate the candidates whose talents can not be developed in a certain position from the ones we need now. And after the selection process of the candidates, we continue to our next step.
• 1st Interview - The shortlisted applications will now move through the interview process. Through the first interview, we aim to get to know the candidate better through a series of questions. This conversation helps us, but it also helps the applicant to get a better picture of what our values and goals are.
• Technical Interview - Technical interviews are most common when it comes to filling a position such as engineering, science, or I.T. roles and since iborn.net is a software company, the technical interview is an essential part. An interview that serves to check the technical knowledge of the candidate and whether it matches the requirements of the open position.

This is just the beginning of our recruitment process and just a small piece of the pie. But, the main thing is that every step is dedicated to finding the right person, finding the ibornian that will fit into our puzzle and value the same culture as we do. We all have fun throughout our whole life, but we study and develop ourselves so we can be successful and leave something behind us. That is why everything we do has a plan and a path that leads us to the right person.