Adsmurai is a team of digital marketers who enjoy delivering compelling ads to their audience by using their own technology, AMP (Adsmurai Marketing Platform). Behind this platform, they have their own product team of developers.
Today they shared with the Circular Community their selection process hoping to give you some ideas on how to improve the hiring processes.
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We are Adsmurai, a team of digital marketers who enjoy delivering compelling ads to our audience by using our own technology, AMP (Adsmurai Marketing Platform). Behind this platform, we have our own product team of developers and we would like to share with this wonderful community our selection process. At the same time, we hope to give you some ideas and we would also be delighted to know what you think about it and see how we could improve.
We could divide our process into 5 steps:
1. The importance of the Job Description.
We think the most important thing is to be able to convey all the information in the best way possible looking at it from a developer’s perspective. To achieve this, the first thing we do is a meeting with the team/manager to get all the information we need about the profile we need to hire. Then, we write a draft following our usual job description structure. And finally, we validate it with the team to also know their impressions and we change it as many times as needed.
Our idea is to give clear information in the most attractive way possible. We always include in what project that person is going to participate in, what are going to be the job functions and the technologies they are going to use.
Regarding the sensitive topic of remuneration, we usually don’t specify the salary in our job offers because depending on the profile if it is junior-middle-senior, it can change a lot. We prefer to talk about it in the meetings since it is easier to talk through differences and it’s easier to negotiate once the candidate is attracted to the project, which is better to achieve in a meeting/call rather than in an email/message. But usually, our economic offers are quite competent and we usually don’t have big disagreements with that.
2. Active Search Strategy.
Having a good strategy and good communication is vital. We all know that IT profiles hardly ever apply actively to job offers and you have to go to look for them. That is why Circular can help us so much.
Our marketing team does a great job of giving the best image possible of Adsmurai to the public. And we try to give the best impression to candidates with a powerful brief message. We send to junior-middle profiles a generic message that seems personalized, for example using key phrases like “your experience as a frontend developer”. For senior profiles, we personalize the message, which improves the response ratio a bit. And of course, we share the key information with them and the link of the vacancy in case they want to check.
3. Phases of our Selection Process
First, the candidate makes a meeting with us, the talent acquisition team, where we explain the project in-depth and resolve doubts, and we check the candidate’s soft skills and work experience. Not in a technical way, but enough to know if they can fulfil our current necessities. To be able to do this, we need to learn about the role, the position, the project, the technologies, etc. which personally I enjoy very much.
If the candidate is, unfortunately, not a fit then we always send them a message and we try to give a bit of positive feedback, you never know if you can meet again in the future. In case the process advances to its next step, we take two courses of action.
- For senior profiles, which are not in a hurry to find a new project, we schedule a meeting directly with our developers' team. As our statistics show, senior professionals are more willing to do the technical test we send later, after doing the meeting with the team.
- For junior-middle developers, we usually send them the technical test before the meeting with the team. However, we try to convince them about the importance of doing it. That way, they can learn many things about our project, and from our Seniors developers, who are going to rate the technical test.
The last step of the selection process would be to do a final meeting with our VP of Engineering and with our HR Business Partner of Product, where a formal proposition is going to take place.
4. Maintaining a good relationship with the candidate
During all these phases we explained in the last point, we keep the candidates updated every week. And usually, the feedback we get from them is positive.
Furthermore, it is very important to be clear and transparent with the candidates, and try to give better and in-depth feedback the more they advance in the process. That makes the person more engaged with the project, and in case the professional is not a match for the position, as we said before, you don’t know when you can encounter that person again. Besides, they can be a potential candidate for the future or they can reference the position to other colleagues.
5. Metrics
This is one of the most important parts of our selection process. On one hand, it helps us to understand how things are progressing, what are the problems we are facing and where those problems happen, how long we take to cover a position and keep track of everything from an objectively perspective. On the other hand, it helps us to provide information to the managers about what we are doing with facts. In the end, all the data will allow us to make better decisions, therefore, metrics are a must for us.
In this area, we need to improve because much of our data tracking is not automated and we have to do it manually, which can lead to mistakes and takes time, but we are working on it. We would like to know if you keep track of all your processes and how you do it.
It was a pleasure to share with the Circular community our selection process and we hope you found some interesting insights. As we said at the beginning, we would love to hear your thoughts about it and see how we could improve things. Also, a thumbs up will be much appreciated!
Thank you for your time reading this.
The Adsmurai team
