Here at Mindvalley, we are developing multiple technologies that will revolutionize how people learn and consume education around the world.
Understandably, our developers team consists of the most talented developers from around the world. As a recruiter, I need to understand not only the vision and business needs of my company, but also how developers think and work. In doing so, I have learned some interesting hiring lessons which can be applied across the board.
Recruiters and developers are different types of people. However, what I’ve learned from my work with developers is that they possess the necessary skill set that can help you scale your recruitment process.
How do you tap into a developer’s mind?
Well, the developers team is not the most extroverted team, so the standard brainstorm-style sessions that recruiters are accustomed to will probably not be the most constructive way to get the best ideas.
We have a dedicated “tech-hiring” channel on Slack (our current company-wide messaging app). The members of this “tech-hiring” channel are the chosen developers who we have involved into the hiring process. You should see how much buzz is going on there! There is a constant flow of ideas on how to scale hiring, tools that we can try, and never-ending feedback.
Developers themselves initiate all of these. Open communication is an essential part of developers’ jobs, and having the right communication tool will allow anyone to communicate most effectively with them.
TIP: Experiment with the various tools to find the best environment for open communication with different “archetypes” from your teams.
Previously, we used a standard recruitment process across ALL teams. But the one thing we have learned is that “One Size Does NOT Fit All.”
Different teams have different requirements — which may need a unique approach. This becomes most apparent when recruiting for developers.
Now, we have implemented innovative approaches to our tech recruitment, such as a programming test that each candidate gets to solve before the interview process, peer review which we apply for the candidate’s code, programming tests, and finally, the interviews.
Most importantly — the hiring decisions are made by a majority of the developers (through peer review) rather than by a single person (manager), and we ensure that the candidates pass our culture and team fit.
TIP: To get the best people for your specific teams, you need to allow the teams to own the hiring process and all innovations should come from the teams.
Developers think in terms of models, and they are solving problems by applying different thinking frameworks.
Model thinking is an interesting concept because it teaches you to think more intelligently and clearly about the world in which we live.
The more you work with the developers, the better you understand how these models can be applied for your hiring.
Thus, our developers team designed a set of interview scores and weights to each aspect of the hiring process to help evaluate skills such as — communication, critical thinking, problem-solving, and experience with Mindvalley’s technology stack. Therefore, right after the team has an interview with the candidate, they decide on the scores together and I receive timely feedback on the candidate.
This kind of selection method brings fairness to your selection process and eliminates biases since the same method is applied over and over again to everyone who is being reviewed.
We now use this practice when hiring for the rest of the teams at Mindvalley.
As a recruiter — where you are busy networking with people, meeting potential candidates, interviewing, and so on — it’s easy to get lost in the series of these events. When processes are discussed, documented, and followed in a straight line, you can scale your processes and apply them to a wider network of candidates. The developers team will help you make sure that processes exist and will only be changed after being discussed and agreed upon.
You can imagine — our developers team have their processes documented and followed through, and then replicated across the remaining teams.
If you want to implement recruitment or HR technology, get your developers team to look into it. Even better — get them to select the one that they like playing with! It will be the best software for your organization and your HR team.
This point may look obvious, but sometimes we as recruiters might not leverage on the talent which is already under the same roof.
What do you as a recruiter bring to the table?
As a recruiter, you can serve as a role model of strong connection and networking skills with candidates, quick follow-up, and ability to connect pieces when it comes to the big vision of the company in terms of hiring and business needs.
These and many other observations can happen only when you learn to accept the differences between recruiters and developers and be positive about the impact they make on the job of both teams.