6min read

What should the recruitment process and onboarding of developers look like?

#outsourcingIT #onboarding #recruitment

In a world where various technologies are constantly evolving, the demand for IT professionals is growing rapidly. As a result, most programmers can literally pick through job offers. However, not all companies know about the proper process of recruiting and onboarding developers. Therefore, organizations that find this undertaking too complicated and time-consuming decide to use outsourcing services.

Recruitment of developers typically begins with receiving documents such as a resume or portfolio. The process can also be initiated by an IT headhunter, whose task is to search for developers matching a given position and recruit them. The headhunter usually selects candidates based on their resumes.
The initial selection consists of checking whether the applicant’s skills and experience match the requirements specified in the ad. 

While a lot depends on the specifics of a given position, most IT companies behave in a similar way when looking for the most suitable candidates. Therefore, the recruitment process in different organizations usually follows a similar pattern. This type of categorization is also important when choosing an outsourcing service provider because the preliminary research makes it easier to identify an external organization that matches your needs and expectations.

Skills tests

At another stage in the recruitment, developers may be asked to complete a task. The level of difficulty should be adjusted to the requirements of junior and senior positions accordingly. In aptitude tests, employers verify the level of knowledge and skills and select the most promising candidates.

Candidates with the highest scores are invited to interviews.  During the meeting, both sides get to determine whether they are interested in establishing cooperation and discuss the conditions of employment. It is also an opportunity for the prospective employee to get to know the future employer. It is important to make candidates feel taken care of every step of the way. Each applicant is assigned a recruiter – a person who answers questions, dispels doubts and assists them when needed. We believe it reduces stress when waiting for an answer or performing particular tasks.

Job interview

Job interviews in IT can be divided into two types:

● Interviews preceded by aptitude tests are casual conversations. It’s an opportunity for both the prospective employee and the employer to become acquainted. It helps identify mutual needs and doubts. It is also an opportunity to determine whether a person shares company values and matches the culture.

● Interviews without prior tests take on a slightly different character, as recruiters still face the challenge of testing the candidate’s skills. Therefore, this type of interview may include recruitment tasks and be divided into stages to allow time for skills verification, conversation, and getting to know each other.

It is worth noting that at the initial stage the interviews are conducted by recruitment specialists. At the end of the process, a candidate meets people who they will work with most often.

At j-labs, even if recruitment does not go our way, we always provide substantive feedback to all candidates. We never rule out cooperation, but encourage candidates to develop and return in the future when we open new positions in a given area.

The decision about cooperation and onboarding

After completing the above-mentioned recruitment stages, it’s time to make decisions. We invite the candidate to an online or face-to-face meeting to introduce them to the team and let them see the workplace.

Onboarding is a kind of a bridge between recruitment, and regular work in the company. It can last a few weeks or months, depending on the complexity of the projects the person will work on. It usually consists of meetings with future co-workers and team leaders. 

In the onboarding process, a candidate may be hired for a trial period, which may last from one to three months. It gives a person time to decide whether they feel comfortable in the new workplace.


The recruitment process in IT usually consists of several stages. It starts with an aptitude test or an interview with tasks to complete. If a candidate is successful in the recruitment process, they enter the onboarding phase and get to know the team, their manager, as well as the scope of responsibilities. 

At j-labs, we are perfectly aware of how complicated the recruitment process can be. That is why we do our best to conduct it carefully and make sure the applicants feel comfortable at every stage. We also know that for some companies, recruitment is one of the biggest challenges. In such situations, the optimal solution is outsourcing companies that not only provide high-quality development services but also help minimize costs associated with, for example, staffing new positions. 

Recruitment processes in IT are usually similar, but they may differ depending on the specifics of the position and the culture of a given company.  However, there are standard elements worth knowing when building a dream team or looking for a dream job. Do not forget that planning and conducting recruitment is not for everyone. It is worth considering other solutions, such as hiring external companies. It will help you achieve your business goals while giving up time-consuming processes, which not every organization is prepared to carry out. 

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