I prepare weekly report about my job, I send it over to the Hiring Manager on email in a maximum 4-5 pages PDF document.
- On the first page of the PDF document there is the job title, name of the position and reporting date.
- On the second page there is a column chart with the most important data, (detailed below).
- Identified, Contacted, Responded, No response, Not interested, Phone screened, Rejected at phone screen, Submitted, Declined by LM, Rejected by TA, Withdrew application, Interviewed by LM, Rejected after interview, Offer the job, Rejected the offer, Accepted the offer.
- On the third page there is a table (with the submitted candidate`names, their last job title and company name and the latest status of all candidates).
I worked on a project where my client goal was to hire 200 people in 5 months. The client was an IT Sales company, called N3 Results. My project location were based in London-UK and in Dublin-Ireland.
The main requirement was to hire people with different language skills (German, Swedish, Norwegian, French, Spanish, Portugal, Danish, Arabic, English, Polish, Italian), plus experience with Cisco/Microsoft/Google/SAP technologies.
My target was to hire 2 people a month. I exceeded my target every month because I hired more than 7 people a month. In 5 months I hired 38 candidates instead of 10.
How did I achieve that and why? I wanted to earn lots of money, the main motivation was the double salary, for me it was easy to find candidates across Europe.
I used lots of job boards to source candidates on Reed, Jobsite, Totaljobs, LinkedIn, Irishjobs, Top language jobs. Every day I called 40-50 people on phone to screen them and if they achieved the minimum technical requirements, then I immediately prepared the summary and the CV and forwarded that to the Hiring Manager. I sourced candidates from European countries and convinced them to relocate to London or Dublin.
The interview process was super fast, they arranged the first phone interview in 48 hours and hired a candidate in maximum 1 week. They provided training to the hired candidates and integrated them to Microsoft, Google or Cisco in Dublin or in London.
I was sourcing for Scala Developers in Budapest. I had to discuss about the requirement and understand it over the phone since the Hiring Manager was based in California and my reporting manager was based in London.
The deadline was of 4 weeks to hire the suitable candidates.
The main reason to find candidates in Hungary was there are not too much Scala Developer available in the market, so I had to headhunt them. After 1 week I submitted some Scala Developers with few years of experience, but I received the following feedback from the Hiring Manager that the CV looks good, but we would like to hire people with 5-10 years of experience.
I was thinking how we can source more candidates and I came up with an idea. My idea was to organize a Meetup for Functional Programmer – Scala Developers. I shared my idea with my Manager and after discussing the issues about getting the right candidate and discussing about how we can organize it and it’s within our budget, he allowed me initiate this activity.
I organized the Meetup from start to finish. I had to create a profile for the company on Meetup.com and invited a good presenter who made a great presentation to the participants. I adverted the Meetup event on LinkedIn, Facebook and on Google.
54 people attended the Meetup.
They came from other companies because they were interested in Scala and wanted to learn new things related to it. After the presentation we invited the participants for a dinner and had a chat with the potential candidates about the Scala Developer job opportunity. The Meetup was very successful, and we hired 3 people from this 54 people.
I got an award from the HR Director for organizing this and being successful and they started such meet up on corporate level every month which attracted good and potential candidates.