This post is about Code Resourcing, where I recently started working as a consultant, where I handle social media content, as well as other things. It's a recruitment company focusing on the blockchain industry, so I figured there might be folks on Steemit who would find it interesting!
Code Resourcing is a recruitment company predominantly focused within the IT and Finance industry, and is now evolving into the Blockchain space. Our goal is to always have a selection of competent candidates as well as interesting positions within the world of blockchain, and do our part in furthering this revolutionising technology.
This post is about the benefits of using a recruitment company, how we do our work and what some of the most important aspects of recruitment are. While the value of having a recruitment company on board for the hiring process is well-known to many industries, the blockchain industry is still very new, with a rising number of ICOs, and so this post is partly for their benefit.
Why use a recruitment company?
We often get this question, and we understand where it’s coming from. Why should companies rely on recruitment agencies, when they can just do it themselves - put out a job advert, and have the position filled within no time at all, right? Sure, that can work at times, but there are two main questions you should be asking yourself before starting the hiring process yourself:
- What kind of troubles will you encounter to get your candidates?
- What kind of candidates are you actually getting?
The first question touches upon the aspect of time and effort. It can be a very time-consuming exercise to find the right person for your company. You have to create the job advert, you have to post the role in multiple places (and pay for it), you have to sift through piles of candidates, many of whom are discarded immediately. After all this, you then have to write back to all the ones you deem potential new employees, and those you have rejected as well. Furthermore, if the position you need filled requires a very specific set of skills, you might have to go through stacks of applicants, before finding that none of them fit your criteria. This is a risk that is especially high in new fields such as the blockchain industry, where the demand for competent developers is high, and the supply low.
Then, even after you have completed the hiring process, you may be dissatisfied with your candidates after their initial trial period, and have to start over.
Indeed, for many companies hiring new employees is an ongoing feature that eats up a lot of time and effort, and is never really done.
The second question revolves around the quality of your results, and is a question that isn’t asked nearly enough. Say you post a job advert and you need three positions filled. You have received 50 applications, and after digging through all of them, you find the three best candidates for the job. One of them doesn’t have entirely the right qualifications for the job - but close enough as to make no matter, you think to yourself. Another went above and beyond in the qualifications department, but didn’t seem all that enthusiastic about the job - but it’ll grow on him, you figure. The last one is eager and skilled, but something about their personality seems just a tiny bit off – unimportant, as you are not hiring them to be your friend, as long as they do their job, right?
Six months later, the first candidate still has not quite picked up the skills, the second has left the company for another more to his liking, and the third is grating on your nerves with their off-putting personality. Now, this isn’t to say that all candidates you find yourself are going to be bad – far from it. What we are trying to illustrate with this example, is that sometimes you have to take what’s available, not what you actually want or need. In this case, what’s available are the 50 candidates who happened to be looking for a job and stumbled over your job advert.
So, imagine that instead of setting out to hire these three candidates, you hire Code Resourcing to handle the recruitment process for you. What you are essentially doing, is letting us answer the two questions for you; there will be minimal hassle to the recruitment process, and we will guarantee quality candidates for all position(s).
We handle your entire recruitment process, from start to finish, and you can take as much or as little part as you deem necessary. More importantly, however, we make sure you don’t just get the candidates who are readily available, but that you get the right candidates. Instead of settling, we actively headhunt candidates we believe have potential. We then interview them, making sure that they have not just the required skills, but the motivation and the right personality type to work for your company, and that their career aspirations can be met with your company. Only after we have determined that a candidate matches all your requirements, do we send them to you for further interviews. The key takeaway from this is that we are not limiting ourselves to any single list of candidates, and instead we search wherever we have to, to get the absolute right candidate for you, one that will be happy with you and your company.
How exactly do we achieve these results?
There are, of course, many important aspects to take into consideration when recruiting. It is essential that the fit between client and candidate is as close to perfection as possible, and how this is achieved is not something that is easily summed up. This is doubly true for recruiting within the blockchain industry, where everything is in constant flux, and the industry itself is expanding at an ever-increasing pace. We always consider both the technical skills for the job, and the personal/soft skills needed for the company.
We have written three points that we believe are some of the most essential, but be advised that these far from cover the entire spectrum.
Understanding the position and the company
The key to being effective recruiters and providing value to clients and candidates alike, lies in a full and detailed understanding of the position required. It is truly important to understand exactly what the company needs both in terms of skill sets and which kinds of personalities would fit in their environment. So a full consultation is done between Code Resourcing and the hiring manager of the Client/Company.Knowing where to find the right candidates
Having a wide and relevant network is important for many things, and especially so when you are a recruitment company, as it helps immensely with finding the right candidates for the job. However, you cannot always rely on your network, and it is here that Code Resourcing gets to shine. Through experience we have developed an intuition of where to look for the most promising candidates. We have a wide and trusted network, both locally and globally. For the Blockchain industry, this is even more relevant where candidates are so scarce in this new and ever-evolving technology.Engaging the candidates
Knowing is all well and good, but it’s what you do with that knowledge that truly counts! Code Resourcing is there for both the client and the candidate. We do the necessary research about potential candidates to make sure the job on offer fully suits them. We only ever sell positions if we truly believe it is the best career plan for the candidate, nothing less, as the candidates we headhunt are often happy with the position they are in when we contact them. We don’t sell positions, we sell careers.
So, what’s the trick to recruiting? Like with many other industries, there really isn’t one. It’s hard work and hard-earned knowledge and experience applied to that work. When you hire Code Resourcing, we make certain that the entire recruitment process is as smooth and hassle-free as possible for you. We aim to be the your go to for all blockchain recruitment needs, where you hand us the assignment, and we in turn deliver quality candidates.
We hope this article has helped clear up what it is a recruitment company does, and how it can benefit you!
Great post Javor. Thank you so much for taking the time to create this article and give some insight into both recruitment, and Code Resourcing.
Upvoted...:)
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