Recently, I had one of our recruiters suggest that we “lower” the bar in our recruiting practices.
She suggested that our process was too detailed, was made up of too many steps and was too hard.
She said “I work with companies a lot bigger than yours – and their hiring process does not have as many steps as yours does.”
At first, I really didn’t know how to take her comments.
What was she really saying???
Was she really being honest? Did she really want to work that hard for her commission?
I did give it some thought, but frankly I didn’t think about her comments for very long.
We look for top talent because we need top talent. Our clients are demanding. They expect for us to bring new and fresh ideas to the table each and every day.
They expect for us to be technically competent. They expect our people to be trained on the latest technologies. They expect that we know what we are doing and bring proven experiences that have been successful for our other clients.
They expect for us to be able to communicate – both in writing and verbally.
They expect for us to be able to deliver projects on time, on budget and be able to handle, with class, the various stresses that occur during the normal software development project lifecycle.
So, for the last 2 1/2 years, we have been defining and refining our hiring practices so that we “test” candidates on the various needed skills discussed above.
As a potential new hire, we will run you through a comprehensive screening process. We want to understand to the best of our ability if this is a good fit for us – and you.
If it’s not, that’s not good for you, me or our client.
We have not and will not lower the hiring bar. In the end, it’s just not worth it – for anyone.