Client: RINF
Website: www.rinf.com
Training - WORKSHOP
Rinf tech is a top Romanian software development, software consultancy and product company that helps mid and high tailor organizations in their development efforts.
They were facing a slight difficulty in the recruitment process. Rinf needed to boost the efforts of their team in order to get them more engaged and have a more efficient flow when recruiting.
About the workshop:
The workshop I had with their team consisted of intensive sessions lasting for 8 days and a total of 56 hours. The top objective for me was to identify what they have been doing so far, what needs to be improved and to align their strategies to international IT Recruitment standards.
The goal was to move the whole team from an empirical, quantitative approach to a process based on a scientific-oriented, qualitative approach.
In this case, this meant - among other things - an in-depth research of the candidates prior to contacting them, having a “less is more” mindset, focused on relevance, and only after that - approaching and pitching with stronger and more personalized messages, tailored to each prospect…
Identifying the development areas and challenges
The main problem was the current lack of enthusiasm caused by having the same flow, that was lacking structure in some cases, and the high volume of candidates they had as initial selections.
Some of them were counting on a quantitative approach at that point, which made it difficult for them to find joy and fulfillment in their work.
I have been asked by Rinf Tech to help them with consultancy and training sessions in order to improve and update their interaction with Software Engineers of all levels of experience. There were 8 people in total, all members of the HR Rinf team.
The main problem I generally identified was that software engineers appreciate being interviewed by tech-oriented recruiters that knew the tools they were using and how to bridge the gaps between different technologies. On the other hand, over the years there was a general tendency coming from developers to dislike being treated as numbers on a recruiter’s list.
Therefore, I redirected the main goals of recruiters from head-hunting only, to growing into technical career consultants, too. This was achieved by working on their empathic dialogue and on sharpening their tech language.
The training was structured in 3 days of general discussions, followed by half days of 1-on-1s.
In the first sessions, we discussed several fundamental topics:
The next day had a practical approach focusing on technical language training in different contexts:
A better understanding of the above helped the recruiters gain the trust of the interviewees, while also connecting the dots of their technical background.
We started with some real-life anonymized interview excerpts, and we continued building up different possible scenarios that might follow and versions of continuing the discussion. We had such a good time debating!
Afterwards, I wanted to highlight how one can build different connections between technical concepts – Python, scripting, API for example. Was the candidate using Python as a web programmer, in scripting or maybe in a ML context? By having this knowledge, the recruiter is more likely to capture the interest of a developer.
On the career consultancy side, similar to the other exercise, we were analysing the stage in which a candidate might be, and trying to foresee the best next step in his career
We covered topics such as: roles and responsibilities, professional involvement, types of companies, the current market context etc. - anything that might have an impact on his success as a thriving professional.
The third day was pure text analysis. I got the permission of a candidate to record him during the interview, and used that as a training material for analyzing the discussion both ways - how I interacted with the candidate and how he reacted to what I was saying.
Sorin
