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. 

5min read

How to effectively recruit software developers?

#outsourcing #recruitment #candidate verification
effective software developers recruitment

As a large company specializing in software developers outsourcing, we have created an effective recruitment process. With over 350 software engineers on board, we feel competent to share our know-how on the effective recruitment of software developers.

During the recruitment, we have three levels of candidate verification. The first level is the verification of competencies. The positive thing about competencies is that they can be increased, but there is a requirement for a certain minimum level of competencies in a particular position.

The second area of candidate validation is team fit. The third area is the verification of values – ensuring that the candidate’s values match the organizational culture.

What is the purpose of verifying competencies in the recruitment process? 

Quite obviously, it is to check the candidate’s competencies and see if they fit the vacancy. In other words, it’s to make sure the candidate has the necessary knowledge and experience. 

But that’s not the only reason. If an applicant is not a good fit for a given position, or there are better candidates, perhaps they are a perfect match for another job. You might return to this person in six or twelve months if you open recruitment for a similar job. A careful observer learns a lot about a candidate during the interview, e.g. about their motivation. You can get to know them and see if they match the team.

Moving on to the process of competence verification, before you design the materials and the process itself, it is helpful to identify the assumptions. I have seven assumptions that determine the materials and the competence verification process.

1. Measurability, comparability and repeatability

No matter the day, month, or even year, no matter who is conducting the process (there can be several people), it should be possible to compare the candidates and check the correlation between competencies and finances in one recruitment process or in a certain time frame, for example, six months.

Without comparability, repeatability, and measurability, there is no way to do this. The idea is that candidates with similar competencies should have similar competency assessment scores, regardless of a recruiter and their mood, regardless of the day, month, year, etc. Of course, this is the Holy Grail of measurability, comparability, and repeatability. It’s never perfect, but that’s one of the assumptions and something to strive for.

2. Flexibility of time management during the recruitment

If a candidate doesn’t meet the requirements and it is impossible to hire them, there is no point in continuing the recruitment process as it is a waste of time for both parties. It is worth designing the recruitment process in a way that ensures flexibility in time management.

3. Realistic measurement of competencies

It is important to avoid hasty conclusions based on several answers to some difficult questions. You need the right approach to verify competencies, and to map a candidate out and see if they are average, good, or very good in particular areas. It is worth presenting the findings in numbers to reflect the level of knowledge and experience. Of course, you need common sense. Every person is different, and you do not want to label people, but figures provide great insight.

 4. Possibility to review results after a certain period

You may use software such as ATS systems. You can also use tools like Dropbox, OneDrive, Excel, Word, Google Drive or a notepad, however such approach might prove too general.

You can’t go back to it, it’s vague, there are no details. I also warn against perfunctory notes kept on a computer or (even worse) in a notebook. Some people think it is inappropriate to come with a computer, they perceive it as ignorant and distancing behaviour. It’s 2021! No one should be offended if a recruiter comes to an interview with a computer. We sometimes meet a candidate again after a considerable period of time and it is useful to have access to information about their skills and experience, check the questions they were asked, and their recruitment score.

5. Additional information

You can extract a lot of additional information during the interview with a candidate. An experienced interviewer can see certain things, such as motivation, development potential, fit to the organizational culture. It is worth including this in the recruitment process, so that at some stage there is a possibility of obtaining such information.

6. The Pareto principle in recruitment

A good process should be advanced enough to minimize the number of mismatched recruitments, and at the same time, easy to induce a positive candidate experience. However, when improving the recruitment process, you may get to the point when it gets too complicated. There’s no denying it – wrong hiring decisions simply happen, but they should be avoided.

7. Identification of key areas of knowledge to review for the position

Verify what a candidate should know, which factors are crucial (“must-haves”) for this position.

Software specialists recruitment 

In this article, we focused on one aspect that successful recruitment would not be possible without. While every company should customize their processes, it’s a good idea to look for benchmarks and select suitable elements.

A documented process and dissecting repetitive tasks is key. You can test it and implement improvements as your business grows. A structured process enables measuring the progress and scaling. 

You don’t have to deal with it by yourself, though. Outsourcing can be a much more efficient option, and we can help you with that. 

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