3 Big improvements needed in a recruitment process
This is an opinionated article, you may disagree. The presented opinion is based on my personal experiences over the years for Pakistan’s IT industry.
1. Job Description
Any recruitment process mainly starts with a job post. What if the posted job description is so bad. You can think it like, what impression will it leave on the applicant while applying for the job. Here is the example for good and bad:
Good
We are looking for a highly motivated and mid-level iOS Developer. Following are the requirements for this position:
- 2+ years of experience in iOS Development
- Object-Oriented Programming experience with Swift
- Good knowledge and understanding of architectures such as MVC, MVVM, etc
- Experience developing UIs with xibs, storyboard and auto layout
- Experience working with third-party libraries such as Alamofire, Object Mapper, CoreStore, etc
- Understanding of consuming web services and REST API standards
- Strong analytic and problem-solving skills
- Understanding of Apple’s app review guideline
- Experience with performance and memory management tools
- Familiarity with push notifications, in-app purchase
- Experience with Apple’s app distribution process (Certificates, provisioning profile, etc)
- Knowledge of react native is a big plus
Bad
We are looking for a highly motivated software engineer. Following are the requirements for this position:
- Experienced in iOS development
- Experienced in android development
- Experienced with react-native and flutter
- Experienced with Mongo DB, MySQL, Dynamo DB, Couch DB, PHP, and Javascript
- Experienced with Data science and regression algorithms
- Experienced with Python and must know about machine learning algorithms
- Experienced with collecting data.
- Hands-on experience with server management and deployments
- Must have good communication skill and willing todo project management - Expert in doing QA
- Must know how to do networking
- Must know how to do dusting
.
.
.
Be specific with your requirements. Don't bombard all technology names in the job description that you know. After all, you are trying to hire a software engineer, not a superman. A single person can know different technologies but at the same time, he/she cannot be an expert on everything.
2. Update Applicants
I have experienced that most of the companies in Pakistan do not update the applicants throughout the recruitment process. Let say, if you have decided that you are not considering an applicant, just let them know via email or a text message that you have decided to go with some other candidate.
In other cases, if you have decided to close the position for whatever reason, just let applicants know that the position is closed now. This will definitely help the candidate to move on.
3. Hiring for the future expected project
Let say, your company is in the negotiation process for closing a deal related to the project. You want to prepare and hire resources for that particular project. Your company has also offered jobs to few candidates. For whatever reason, the project is awarded to someone else. Now you are thinking about what to do with the hired people.
In this particular case, in my opinion, you must have a backup plan or courage to face the consequences instead of refusing to take the joining. If your company is refuse to take the joining, this may ruin your company’s image in the market.
These are the 3 improvements or suggestions that I think Pakistan’s IT industry need. Let me know your thoughts in the comment section below.
