Our employees value several main advantages: comfortable working conditions, interesting tasks, the high professionalism of colleagues, and a friendly atmosphere. GoodsForecast is an attractive employer for both experts, who value the opportunity to actualize their potential and share their wealth of experience while further developing their skills, and for beginners, who are eager to work with modern technology stacks and swiftly grasp fundamental IT workflows. In this article, we’ll outline the main concerns regarding employment within the company.
Where we Post Jobs
We use various sources to find candidates, engaging in both passive methods, such as job posting and reviewing responses, and active resume screening. The most popular resources that maximize results are:
· hh.ru
· our website, Careers section
· Habr. Career
· LinkedIn (officially blocked in Russia)
· GeekJob
Stages of Selection
The process starts with HR department screening resumes. Next, the resume goes to a supervisor who evaluates its relevance to the job opening. The initial stage of interview is a discussion with HR, which we conduct via Zoom to save time and accommodate candidates from various locations. This approach allows us to broaden our candidate pool and avoid any geographical restrictions. Typically, the stage lasts for 40-50 minutes, depending on the candidate's experience and the number of questions.
If this stage is successfully completed (further, I’ll explain the criteria we use), then the next step is either a test assignment (only a brief one to save time for both candidates and our managers, who will be evaluated later) or an immediate interview with the manager(s). Some of our teams prefer to get to know a potential colleague altogether. This stage lasts about an hour, sometimes up to an hour and a half.
The final step involves an interview with the head of the division, and occasionally Director General, depending on the position's level.
After offering and discussing nuances, the selection process is complete and onboarding begins.
Sometimes, the entire process may last a few days, while in other cases, it may extend to several weeks.
How we Evaluate Candidates
During the HR interview stage, we evaluate competencies, also known as soft skills, while leaving the assessment of hard skills to the manager or team. Some of our departments prefer using their own rating scales, which provide a visual representation of the level of candidates in terms of points.
Hence, the manager assesses both soft and hard skills and takes into account the HR opinion before reaching a decision.
What We Ask in Interviews
Maybe this information can assist you in getting ready for your interview and easing some of your concerns.
1. Teamwork — the candidate's past experience in collaborating and fulfilling specific roles.
2. Decision making, problem solving — examples and cases.
3. Who sets tasks for the candidate, to whom the candidate sets tasks, and what were the difficulties in this process?
4. Prioritization - who determines the priorities (the candidate themselves or their supervisor), and how the candidate behaves when they have to prioritize tasks on their own.
5. Idea generation — If relevant to the role, there may be queries about the amount of freedom and creativity permitted while generating ideas.
6. Self-organization skills — especially important when working remotely.
7. Responsibility — the willingness to be accountable for achieving results and recognizing the boundaries of one's own responsibility as well as that of others.
8. Result orientation — a highly valuable skill as it demonstrates how candidates approach their work and the vision they have for achieving desired outcomes.
Feedback
There are numerous job vacancies available, along with a surplus of candidates as well. While we strive to offer feedback to all, we strongly encourage candidates to take the initiative and reach out to us.
Once it becomes evident that both parties are mutually comfortable with each other, we proceed to reach an agreement on specific details, and then proceed with the onboarding process. But onboarding and adapting to the team is a different story.
Elizabeth Russkikh, HR Director, GoodsForecast