The challenge related to the demand of Human Resources for the areas of I.T. Technology and Communications (TIC), and specifically the sub-sector of Software and I.T. Services (SSI) is already known and taken on by all the companies who work in the sector.
According to an article published on the newspaper “El Día”, employment in this sector of the industry of knowledge has been growing steadily by a 15% yearly in average since 2003.During 2016, 4000 positions remained vacant. Some research indicate that causes lie on vocational mismatch, when more engineers and graduated from technical careers are needed. Some others speak about lack of update and specialization from who apply to open vacancies, even when having a suitable career, to perform in the sector.
The offer differs a lot from the demand especially when some specialized profile is required, so much so that a 3-member list is never achieved (as opposed to many other professional areas). We should also add competition to this scarcity, which is not only in the offer of other companies but also in the foreign market offering big possibilities to improve developers’ income. How do we deal with this challenge in intive-FDV? How do we find those who can take positions which call for the biggest demand without making a mistake? The answers are many, and our professionals in the Recruiting area referred to this.
Recruitment in intive-FDV
In our company, 100% of the work in the Recruiting area is highly focused on hunting talents from this highly volatile market we work in. Recruiting times are slower, many times depending on the candidate’s times, that is why there is not monthly objectives of incorporations.
Carla De Stefano, IT Recruiter for intive-FDV, tells us: “There is a low number of applicants compared to other markets. And, in general, when there are applications, we find profiles that do not match the requirements of the search. We live in a sector with high turnover and where there is no level of generation of new professionals to fulfill the market needs”.
“In other cases we also find trainee profiles to be trained. Young men with no work experience, but with academic background in programming”, Belén Piñeyro, who is another team member, affirms. These incorporations happen every 2 or 3 months based on intive-FDV or our clients’ needs. The English level, the potential and the eagerness of course are important. We have just finished a very important process in the company, https://www.youtube.com/watch?v=nw9g9OVHdJIla the “Testing School”.
Our projection includes organizing new schools. “Our first experience was so successful that it opened up the doors to think of better things on a greater scale”, Carla adds.
A zoom on the selection process
In general, searches for profiles of technical professionals differ from traditional searches, the same goes with interviews. All the process is modified. In a post grade thesis of the Faculty of Economic Sciences of the Universidad de Buenos Aires we came across something related to the topic, where the difference between the traditional interview and the one aimed at technical profiles is put forward:
Although the model is already some years old, we can see the differences. The places – resources used to perform searches also vary, including – for instance – university fairs, conferences, congresses, networking, referral programs and, of course, social media, mainly LinkedIn.
The Recruiting area in intive-FDV started out formally 4 years ago and keeps on growing and developing nowadays. Its members know that dynamism and constant learning are key to face one of the most challenging sectors at the time of filling positions. Quality and professionalism are intensely sought after. “We are not married to any specific method” Carla declares, “to any consulting firm nor to any search portal”.
Belén detailed the stages that make up the process in intive-FDV nowadays:
1-When the search arrives it is assigned so that clients interact with exclusively only one speaker from the Recruiting area.
2-“Sourcing” is performed using different sources. LinkedIn is the best and most updated source. “For me it is essential that a recruiter knows how to surf LinkedIn, because there are hundreds of profiles which are not found in the most classic sources”, Belén reveals.
3-Two interviews are carried out: One for Human Resources plus a technical one.
4-Feedback from both interviews is put together.
5-A brief summary of skills + remuneration + conditions is made and the candidate profile is presented to the area involved.
6-If the search is for outsourcing, the client’s approval is also necessary.
7-Lastly, the aptitude testing takes place.
Of course, skills to become an interviewer are built or strengthened through experience. From the intive-FDV Recruiting area we also provide tools for dialogue and information surveys, so that any technical profile can perform a good interview. It is important for technical interviewers to interview from a “softer” side as well as for the Recruiting team to be trained regarding technical tools.
Decisions to strengthen the Recruiting area:
- Constant training
Last month we offered training aimed at developers on how to conduct interviews. The goal was for everyone to discern if an applicant was suitable or not. It was necessary to align criteria. What do we call semi-senior or junior?
Members from the Recruiting area also receive technical training through the developers’ assistance that translates the technical information and keep them up-to-date about what are specific tools used for.
- Improvement on positioning
We work on strengthening our image within the techy community as an employing trademark. This has paid off: “People you contact are becoming aware of who you are”, Carla affirms. Many actions have been carried out in intive-FDV that contribute today to those results and add value which we offer to our community: the launch of the blog, the content generation for social media, our first meet-up, among others.
- Our motivation, always
Our big success cases are the developers who have just been hired who are very good and grow very fast.
“You see the contrast between that guy you interviewed and who in many cases was after his/her job, and later you see him/her assigned to large-scale projects working on a par with senior developers. They are trained here, they represent the intive-FDV culture”, Carla summarizes, reflecting the satisfaction we feel in intive-FDV when the recruiting process succeeds.