What Should be the Test Assignment for an IT Candidate?

The hiring process in IT is quite complex. It consists of many steps to select the best candidate. One of the most important components is the test task, which can give a clear picture of the candidate’s practical skills and ability to solve professional problems. 

A well-designed project test or interview project will help your potential employee to show his/her best qualities, display expert skills, and convince his/her uniqueness. It’s also the first practical introduction to future responsibilities. Today in our article we will evaluate the importance of Pre-Hiring Assessment and pre-hire projects, and what role this stage fulfills in the overall HR policy of the campaign.

What’s a Pre-Hire Project?

What is the pre-hire project? It is a special test task for a candidate for a position, which should be performed to assess the real professional skills and compliance with the corporate requirements of the company. It is a useful step for a potential employee to familiarize himself/herself with the professional duties and style of the employer.

This task often simulates tasks that candidates will encounter in a real job. The main objective is to assess the ability to solve these tasks, original approach, speed, and responsibility in the solution process.

Unlike theoretical questions or coding tests, the project test gives a complete picture of how the candidate approaches problem-solving, collaborates with team members, and manages their time.

When Giving a Test Task is a Great Idea

Of course, it’s ideal if you can provide a hiring process with detailed research on each candidate, including using a project test. But there are situations where a test assignment is a necessity. These situations include: 

• Hiring for a unique project: If your service or product requires a unique approach to creation, which means you need exclusive software development experience and narrow specialization. In this case, a test assignment will help ensure that the candidate is indeed capable of meeting the corporate requirements. A customized interview project can simulate the specific tasks the candidate will face, giving you a clear idea of their suitability.
• Proof of the applicant’s actual skills and talents: Oral interviews and resumes do not fully characterize the candidate. How will he or she meet professional challenges? What real skills do candidates possess? Is it possible to realize theoretical knowledge in practice? The test project requires candidates to demonstrate their real skills and, most importantly, to convince the employer of their value as new employees.
• Candidate with no experience or no experience in the required field: Suppose candidates for a position in your company don’t have experience in the required field. We suggest offering a test project. This can be relevant for very young professionals who have recently graduated or for professionals who are transitioning from another field. A test assignment can be a great way to prove your competence and demonstrate your practical skills and ability to solve professional problems, even if you do not have a lot of work experience. It is also a measure of a candidate’s potential for a particular company, and to what extent the lack of experience will be compensated by a lively and flexible mind.
• The applicant Doesn’t Have a Portfolio: In cases where candidates lack a comprehensive portfolio, a test task can serve as a substitute to demonstrate their work quality. This is particularly useful for recent graduates or self-taught developers.
• Demonstration of the immediate practical responsibilities of the job: A well-designed test case can also help candidates understand the nature of the work they will be expected to do. This is a useful trait, as candidates will be able to further test how comfortable, convenient, and quality they can perform their job duties. Whether the new job is a mistake that will cause candidates and companies to waste their time and money.

When Not to Give a Test Assignment

We have considered situations where an additional test of professionalism is necessary. We also suggest discussing the variant: when not to give a test assignment. These situations include: 

• The candidate has an excellent portfolio and resume: Yes, this situation is quite common. A unique star has arrived on your HR skyline. And we advise you not to miss this star. That means don’t lengthen the hiring process with one more step. Your candidate’s previous experience is proof enough of professional ability. Several HR professionals may be competing for this person at the same time, and very often such cool professionals choose from several job offers. In this case, the speed of decision-making will work in your company’s favor.
• Recruiting Top Managers: For management positions, extensive testing may not be necessary. It is much more important for top managers to possess the qualities of agility, strategic thinking, ability to calculate several steps ahead, communication skills, flexibility, team management talent, and so on. The test task should also take these characteristics into account and be as dynamic and mobile. Still, this measure will prove to be insufficient to evaluate a candidate or too labor-intensive. It is much more effective to study case studies and conduct an additional verbal interview. 
• The candidate’s technical skills: Sometimes technical skills can be assessed in other ways, such as coding interviews or technical questions, making a test assignment unnecessary.
• Tight deadlines for hiring a new employee: If the hiring timeline is tight, a lengthy test assignment may not be appropriate. In such cases, it is better to rely on interviews and other types of assessments.

What to Consider When Creating a Test Task

Let’s get to the basics: what are the requirements for creating a test task? 

• Determining the time to complete the test task: Determine the scope of the test task and what lead times will be acceptable. Too little time can negatively affect the result, and too much time negatively affects the motivation of potential employees.
• Self-determination: Allowing candidates to determine their deadlines for a task allows them to accommodate their schedule and gain insight into their time management skills.
• Full scope of information and corporate data: The candidate should receive from the employer the full amount of data needed to complete the test task. Uncertainty and lack of information can lead to frustration and skew assessment results.
• Tools the candidate will need: Ensure that you provide the necessary tools that candidates will need to use in their test work. This will help familiarize them with the potential work environment and the tools they will have to work with in the future.
• Be open to communication: Be prepared to answer any questions that are relevant to the performance of the test task. On the contrary, feedback and open communication will have a positive impact on the outcome and create a friendly atmosphere.
• Never use the candidate’s work for the benefit of the organization:The test task should be solely an assessment tool and not a way to get free work. Ensure ethical behavior by making the assignment purely evaluative.

How to Create a Test Task

Creating a test task requires additional preparation and study of the job responsibilities that will be required as the job employer collaborates with their employee. Let’s consider the main stages.

• Identify Your Project/Position Goals: What do you need to get out of the new employee? What production tasks will he or she perform? Get this information and create a test task based on it.
• List the necessary skills for the new employee: Research the selected position for the new employee. What competencies must be utilized to perform the job duties with quality and speed? The answer to this question will help you design a task to assess these skills as part of a test task. 
• A realistic problem to solve: Think of a realistic production task to be solved. This task should be as close as possible to the employee’s future responsibilities. You should utilize the best professional qualities to solve this task while avoiding the pre recruitment complexity for job seekers. 
• Set specific parameters and conditions for the task: Clearly define the conditions of the test task and the results you expect from the applicant. Also, don’t forget the specific parameters that will ultimately affect the score.
• Check and test task: Before giving the task to the candidate, make sure that the test can be completed within the given parameters and test it internally to ensure its adequacy and level of difficulty.

Creating an effective test assignment involves careful planning and consideration of various factors. By following these guidelines, you can design a test task that not only evaluates a candidate’s skills accurately but also enhances your hiring process, ensuring you find the best fit for your team.

Professional IT recruiting with HR Agency

Our Agency provides high-quality IT recruiting solutions. This is an open team of professionals with extensive experience in the field of digital technologies and recruitment for this sphere. 

Our team of HR specialists will create a unique team of IT professionals for any client’s request. Our recruiters dive deep into each project and the specific needs of the client. And most importantly – the first result will be already from the first days of cooperation. 

No delays and misunderstandings – only an open and fast process of creating your dream team.

Effective communication, understanding of the client’s business, speed of hiring, and modern technology – these are the principles the Recruitment team adheres to.

IT recruiting for a modern company is a difficult stage that requires an understanding of both the software development process itself and the specifics of HR department employees’ work and search for new candidates on the international market. Not all companies are ready to spend effort and money on finding the perfect employee, which eventually leads to problems in product development and conflicts at work. 

Delegate this complex process to professionals who specialize in this area. Professional help will ensure stable results, and most importantly will allow you to concentrate on your main task – creating a great digital product!

We’re Here to Help

If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).

Send

info@recruitment.by

8 Kirova street, office 21, Minsk 220003

+375 (29) 366 44 77

The Best Tools and Websites for Finding IT Jobs in Belarus

A successful career requires professional skills and the ability to find the perfect place to unlock your potential. The IT sector provides many opportunities for those who are looking for work in this industry. However, in order to find the perfect workplace, you need to effectively use the best tools and websites to find a job in the IT industry in Belarus. Let’s look at some of them and see how they can help you find the perfect career path in IT.

1. Jobs.devby.io and bots in Telegram – help for job seekers in Belarus

For those actively working in the field of information technology in Belarus, – jobs.devby.io is a place where you can find jobs in this industry. The platform specializes in IT vacancies and provides many opportunities for experienced professionals and beginners. Job advertisements for software developers, user interface designers, and project managers are available on the site, as well as other vacancies for remote and offline IT work in various IT fields in Belarus and other countries. In addition, jobs.devby.io offers an active community of professionals where you can share knowledge and keep up to date with the latest trends in the world of information technology. This community is unavailable from Belarus, and several other functions are on the site.

However, you can connect a Telegram bot to find a job and regularly receive relevant offers.

2. Linkedin: Global opportunities and recommendations from a network of contacts

 Using LinkedIn to find a job in the IT field has many advantages. Here are some of them:

1. The opportunity to find a job that matches your skills and experience: LinkedIn allows you to create a profile where you can specify your skills, work experience, education and other information about yourself. This will enable employers to find you and offer jobs that match your qualifications. We recommend that you specify in your profile the method of contacting your IT recruiters and place the designation “open to work” on your profile photo.
2. Help from the professional community: LinkedIn is a social network for professionals where you can establish contacts with other information technology specialists and IT recruits. This allows you to expand your circle of contacts and learn about new job opportunities and career development. Your CV can be shared by your contacts, which extends the possibilities of finding a suitable job.
3. Information about vacancies from companies: On LinkedIn, you can subscribe to the IT companies’ pages and learn about new vacancies, events, and news in the industry. This will help you keep up to date with the latest trends and opportunities in the IT field.
4. Recommendations and reviews: On LinkedIn, you can get recommendations from colleagues, former bosses, and other professionals. This helps employers get an idea of your skills and abilities.
5. Participation in professional discussions: There are many professional groups on LinkedIn where you can discuss topics, ask questions, share experiences, and learn about new job opportunities. These groups will help you demonstrate your expertise and keep up with changes in the IT industry.

Thus, using LinkedIn to find a job in IT will help you find suitable vacancies, establish new contacts,stay up to date with the latest trends, and develop your career in information technology.

3. Rabota.by (hh.by ) – an excellent choice for your abilities

It is a Belarusian online portal that provides information about vacancies in Belarus. Here are some of the features of finding a job in the IT field on this site:

1. A wide range of vacancies in the IT sector: On rabota.by, you will find many job offers in information technology, ranging from software developers and system administrators to data analysts and cybersecurity specialists.
2. Filtering and keyword search: The site offers the opportunity to use filters and keywords to refine your job search in the IT field. This helps to narrow down the results and find suitable vacancies according to your requirements.
3. Regular job updates: rabota.by constantly updating information about vacancies, which allows you to keep up to date with the latest job offers in the IT field.
4. The ability to create a profile: If you register on the site, you will have the opportunity to create a profile and fill in information about yourself, your skills, work experience, and education. This will help employers find your resume and offer you interesting vacancies.
5. The possibility of contacting employers: After creating your profile through the rabota.by, you can send resumes and contact employers directly, simplifying the process of finding a job in the IT field.
6. Information about companies: The site provides information about companies that post vacancies, which allows you to explore potential employers in more detail.

So, the specifics of finding a job in the IT field on rabota.by include a wide range of vacancies, the ability to filter by keywords, regular information updates, the ability to create a profile, contact with employers, and access to information about companies. This website can be a useful tool for those who want to find a job in the field of information technology in Belarus.

4. IT communities and professional forums, telegram channels

Finding a job in IT using professional forums and IT communities can be an effective way to find exciting vacancies and establish contacts with employers. Here are a few steps that can help you in this process:

Step 1. Select the appropriate forums and communities: The IT industry has a wide range of forums and communities dedicated to various aspects of the industry. Choose the ones that match your interests, specialization and goals. These can be developer forums, specialized communities on specific technologies, professional platforms, etc.

Step 2. Actively participate: Register on the selected forums and join the relevant communities. Be active participants, ask questions, share your experiences, and participate in discussions. This will help you establish contacts with industry professionals and keep up with current trends.

Step 3. Use specialized sections about vacancies: Many forums and communities provide sections dedicated to vacancies and job searches. Monitor publications in these sections to stay current with job offers.

Often, links to telegram channels dedicated to vacancies in the IT sector and job searches are published on professional forums and in professional communities. Of course, not all channels can be trusted. However, finding a job in IT using specialized telegram channels can be an effective way to find exciting vacancies. The latest vacancies from employers, recruiters and agencies are published in trustworthy channels. By subscribing to such channels, you can keep up to date with current offers and respond quickly.

5. Recruitment agencies

Finding a job in the IT sector with the help of Belarusian recruitment agencies can be an effective way to find interesting and promising vacancies. Several large and well-known agencies in Belarus specialize in finding candidates and providing employment services for IT companies.

Here are a few steps that can help you find a job in the IT field with the help of recruitment agencies in Belarus:

Step 1. Choosing an agency: Do some research and select several recruiting agencies specializing in the IT field. Get acquainted with their reputation, clients, successful employment history and market rating.

Step 2. Registration and filling out the profile: Contact the selected agencies and register as a candidate. Fill out the profile, indicating your work experience, skills, education and desired position.

Step 3. Posting a resume: Provide the agency with your professional resume reflecting your competencies, achievements, and details about your previous work experience. This will help the agency to find suitable offers for you faster. Decent agencies provide a resume writing service.

Step 4. Participation in interviews: After the agency finds the appropriate vacancies for you, prepare for interviews. Prove yourself as a qualified and professional candidate.

Step 5. Signing the contract: If the vacancy meets your expectations and requirements, a recruitment agency can help you prepare to sign an agreement with an employer.

Choosing a recruitment agency, being professional, and effectively interacting with them can significantly increase your chances of successful employment in the IT sector in Belarus.

6. Career centres at educational institutions and courses for IT specialists 

You can get a job in the field of information technology with the help of the career center at an educational institution. Typically, these centers employ specialists who assist students and graduates in finding jobs, conduct seminars, and provide career development training. IT specialists employed by the career center can assist you in identifying your goals, preparing a resume, conducting a simulated interview, and providing useful advice. It would be beneficial to attend trainings and workshops on employment in information technology offered by the career service. This will assist you in improving your skills, expanding your professional knowledge, and preparing for work on the job market. Discover how the career services at your educational establishment can assist you with locating suitable positions in information technology and presenting your candidacy to potential employers.

We recommend using all available opportunities to find a job in the field of information technology, as there are many ways to build your career in Belarus.

We’re Here to Help

If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).

Send

info@recruitment.by

8 Kirova street, office 21, Minsk 220003

+375 (29) 366 44 77

What is the Role of HR in IT Companies?

The Information Technology (IT) sector is one of the most dynamic and rapidly evolving industries today. As technology continues to advance at a breakneck pace, IT companies must not only keep up with technological innovations but also manage their human resources effectively. Human Resources (HR) plays a pivotal role in ensuring that IT companies have the right talent, a conducive work environment, and effective processes in place to drive success. This article explores the multifaceted role of HR in IT companies, delving into their HR responsibilities, essential skills, and the benefits of a robust HR strategy.

What Is Human Resources (HR)?

Human Resources (HR) refers to the division within an organization that is tasked with managing employee-related functions. This includes recruitment, training, employee relations, benefits administration, and compliance with labor laws. HR departments are integral to maintaining the workforce’s efficiency, productivity, and overall well-being.

HR professionals are responsible for creating and implementing policies that ensure a positive work environment, fostering employee development, and aligning the workforce with the company’s strategic goals. By managing these aspects, HR contributes significantly to the overall success and sustainability of an organization.

How HR roles contribute to organizational success

HR roles are crucial in driving organizational success by ensuring that the right people are in the right roles and that the workforce remains motivated and productive. HR professionals contribute to organizational success in several ways:

1. Talent Acquisition and Management: By recruiting top talent and managing employee development, HR ensures that the organization has the necessary skills to meet its objectives.
2. Employee Engagement: HR fosters a positive work culture and implements initiatives that keep employees motivated and engaged.
3. Compliance and Risk Management: HR ensures that the organization complies with labor laws and regulations, reducing the risk of legal issues.
4. Strategic Planning: HR plays a key role in strategic planning by aligning HR strategies with business goals, ensuring that the workforce supports the company’s long-term objectives.

What does HR actually do?

HR professionals in IT companies perform a wide range of functions that are critical to the company’s success. Here are some key HR responsibilities:

Human Resources Planning

HR planning involves forecasting the organization’s future HR needs and developing strategies to meet those needs. This includes identifying skill gaps, planning for succession, and ensuring that the company has the right mix of talent to achieve its strategic goals. HR software systems can be utilized to streamline this planning process, providing data-driven insights that help in making informed decisions.

Maintaining Work Culture

A positive work culture is essential for employee satisfaction and productivity. HR professionals work to create and maintain a work environment that promotes collaboration, innovation, and employee well-being. This includes implementing policies that support work-life balance, diversity, and inclusion. The use of human resources software can aid in monitoring and enhancing the work culture by providing tools for feedback, engagement, and performance tracking.

Recruiting and Vetting Candidates

Recruitment is one of the core functions of HR. HR professionals are responsible for attracting, screening, and selecting the best candidates for various roles within the organization. This involves creating job descriptions, posting job ads, conducting interviews, and performing background checks. HR software systems can automate many of these processes, making it easier to manage large volumes of applicants and ensuring that the best candidates are identified efficiently.

Processing Payroll

Accurate and timely payroll processing is critical for maintaining employee satisfaction. HR professionals ensure that employees are paid correctly and on time, manage deductions and benefits, and handle payroll-related inquiries. HR and technology go hand in hand in this area, with specialized human resources software simplifying payroll management and reducing errors.

Maintaining a work environment

Many IT companies leverage HR outsourcing companies to handle specific Functions such as payroll, benefits administration, and recruitment. This allows the internal HR team to focus on more strategic initiatives. HR companies bring specialized expertise and can often perform these functions more efficiently and cost-effectively.

HR in software companies increasingly relies on advanced HR software systems to manage various functions such as recruiting, employee management, and performance tracking. These systems offer comprehensive solutions that integrate various HR processes, providing a seamless experience for both HR professionals and employees. Software employee management becomes more efficient and effective with the right tools in place.

Assisting employees with career development

Career development is a key aspect of employee retention and satisfaction. HR professionals provide employees with opportunities for training and development, help them set career goals, and support their growth within the organization. HR consulting firms can offer additional expertise and resources to enhance career development programs. Moreover, HR software systems can track employee progress and identify further development opportunities.

The role of HR in IT companies requires a diverse set of skills, including interpersonal communication, strategic planning, and proficiency with software systems. Continuous learning and development are crucial for professionals to stay current with industry trends and best practices. HR benefits from investing in training programs that enhance these skills, ensuring that teams can effectively support the organization’s needs.

Maintaining employee relations

HR is responsible for managing employee relations and addressing any issues that arise. This includes handling conflicts, conducting investigations, and ensuring that employees are treated fairly and with respect. HR consulting companies often assist in developing strategies and policies for effective employee relations management.

HR consulting companies play a vital role in helping IT firms optimize their practices. These firms offer expertise in areas such as organizational development, compliance, and talent management. Partnering with an HR consulting company can provide fresh perspectives and innovative solutions to complex challenges.

Essential HR Skills

To perform their duties effectively, HR needs a diverse set of skills. Here are some of the most essential skills:

Decision-Making Skills

HR generalists or HR managers, must make informed decisions on a wide range of issues, from hiring and firing to resolving conflicts and implementing policies. Strong decision-making skills are critical for navigating the complexities of human resources management. This involves understanding what HR does at various levels within the human resources department and ensuring that policies align with the company’s strategic goals.

Technical Skills

In today’s digital age, an HR consultant needs to be proficient with software systems and other technology tools that streamline processes. All members of the human resources department must stay updated on the latest technological advancements to improve efficiency and accuracy in tasks.

Analytical Skills

HR managers must analyze data to make informed decisions about recruitment, compensation, employee performance, and more. Analytical skills help professionals interpret data and use it to drive strategic decisions.

Communication Skills

Effective communication is crucial for human resources management. They must be able to communicate clearly and persuasively with employees, management, and external partners. This includes both written and verbal communication skills.

Relationship Building

Building strong relationships with employees, management, and external partners is essential for HR generalist. This helps them understand the needs and concerns of various stakeholders and work collaboratively to address them.

Leadership Skills

Human resources department professionals often take on leadership roles within the organization. They need to inspire and motivate employees, lead initiatives, and drive change. Strong leadership skills are essential for guiding the organization through periods of growth and transformation.

Benefits of a strong HR strategy in IT

A robust HR strategy in the IT industry brings significant benefits that enhance organizational performance and employee satisfaction:

• Attracts and Retains Talent: A strong HR strategy ensures the company attracts and retains top talent, crucial in an industry with high demand for skilled professionals (what is HR).
• Promotes Career Development: HR strategies focused on professional development help maintain high employee engagement and productivity (human resources management).
• Fosters Positive Work Culture: A positive work culture that promotes innovation, collaboration, and inclusivity drives technological advancements.
• Enhances Operational Efficiency: Advanced software systems streamline processes, leading to greater efficiency and reduced administrative burdens.

What types of HR solutions are available?

A variety of solutions are available to meet the diverse needs of organizations. These include:

• HR Software Systems: These systems streamline processes such as recruitment, payroll, and employee management.
• HR Outsourcing: Professional employer organizations (PEOs) and human resource outsourcing (HRO) firms provide specialized expertise and cost savings (hr outsourcing companies).
• Employee Engagement Platforms: Tools for performance management and engagement improve workforce productivity and satisfaction.
• Integrated Solutions: Comprehensive solutions that integrate multiple functions into a single platform are particularly beneficial for small and medium-sized businesses (hr consulting company).

Finding Employees in Belarus: Our Services

Are you looking to find skilled professionals in Belarus for your projects or to join your staff permanently? We are here to help. With a robust database of over 1,500 candidates, including developers, CEOs, project managers, and other professionals at various levels, we are well-equipped to meet your recruitment needs.

By partnering with us, you can benefit from a streamlined hiring process. Our expertise in HR and technology enables us to quickly identify and present the most suitable candidates, reducing the time and effort you need to invest in recruitment. We handle the heavy lifting, allowing you to focus on your core business activities.

From recruiting top talent to fostering a positive work culture and ensuring legal compliance, HR professionals contribute significantly to organizational success. By maintaining a skilled and satisfied workforce, HR helps IT companies stay competitive and innovative in a rapidly evolving industry. A strong HR strategy not only enhances employee performance and retention but also drives the overall growth and sustainability of the organization. Investing in robust HR practices is essential for IT companies to thrive and achieve long-term success.

We’re Here to Help

If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).

Send

info@recruitment.by

8 Kirova street, office 21, Minsk 220003

+375 (29) 366 44 77

How a Student can Get a Job in an IT company

It can be challenging for IT companies to hire students in Belarus, as they are not sure it is possible. This article discusses how a student can get a job at an IT company and what features an IT company should consider when hiring a student.

Educational practice

Students are required to complete an internship according to the program determined by the educational institution. For a student, an internship in an IT company gives a number of opportunities: to get acquainted with the practical tasks of specialists in the IT field, to understand what it means to interact with a supervisor and colleagues, to perform technical tasks, and to determine the direction of their development in the IT field if it has not yet been chosen. The practice should prepare the student for future independent work in the chosen speciality.

Does the IT company pay for the student’s internship 

Usually, the IT company does not pay for the internship that the student is sent to by his educational institution since it does not conclude an employment contract with the student. However, suppose a student is assigned certain tasks during a pre-graduate or other internship. In that case, the IT company may conclude a contract or an employment contract for the duration of a certain job and pay for the work performed. 

There are also options for hiring a student on a part-time basis under an employment contract. This is when he does not work full-time but part of the working day, with payment in proportion to the time worked. 

How IT companies get students to practice

An IT company enters into an agreement with an educational institution to accept students for practice. This applies to all types of practices except pre-graduate. Students can be accepted for pre-graduate practice without signing a contract with an educational institution.

An IT organization can be a personnel customer, which means that it applies to the training of a specialist. Such a specialist intern at the company that sent the application to the educational institution. 

The contracts concluded with educational institutions are standard. Their forms are available in academic institutions.

How an IT company arrange for the admission of students to practice

A student who has come to practice should be asked for:

1. A passport.
2. Student’s ticket or student ID.
3. The curriculum of the educational institution for practice.
4. Diary.

The director of an IT company signs an order to enroll a student in an internship based on an agreement with an educational institution to organize an internship. 

What are the features of admission of students to practice

1. After enrolling in the internship, the student is introduced to the Rules of the internal labour regulations.
2. The student must be instructed on labour protection.
3. If the intern is not hired, they do not conclude an employment contract with him and do not start a workbook (they do not fill it out if the student already has it).
4. The duration of the practice is 36 hours per week. Based on this time, they determine how much time a student should be in practice every day.
5. If the intern is under 18 years old, the duration of his practice is 35 hours per week.
6. When a student is admitted to a pre-graduate internship, an employment contract can be concluded with him. This does not mean that it is impossible to hire a student before the pre-graduate internship, but the legislation gives the possibility of hiring during the pre-graduate internship separately.

What is an internship?

One way for a student to gain practical experience in the IT field is to get an internship at an IT company. During the internship, the student can show their abilities, gain experience working in a team, understand how to interact with the team and develop their soft skills. The internship may end with an offer or not. However, in any case, the intern can determine what employers require and how to behave at an interview and in a team.

As such, there is no internship without employment under an employment contract. 

Duration of the internship

An internship is sometimes referred to as a student internship. Usually, the IT company itself determines the rules and procedures for student internships in its local documents. For example, the Internship Regulations are approved. 

If we consider an internship as a student’s admission to work with a probation period, then this is possible for up to 3 months.

An internship without hiring, without concluding an employment contract or a contract and without payment is not recommended, as questions may arise from state labour protection authorities. 

What should an IT company pay attention to when hiring a student

First, it is necessary to accept students interested in the activity. How to determine the interest? We propose the following algorithm:

Step 1. Collecting applications with Motivation letters

You can receive student applications:

• Through cooperation with an educational institution.
• During “career days” in educational institutions,
• Post a form on your website to collect applications and motivation letters. Ask for links to the portfolio, if there is one.

Step 2. Application processing and tests

When processing applications, the student’s age and area of specialization, completed courses and topics of completed coursework, additional training and existing experience, motivation and self-representation in the profession are evaluated.

Students whose applications have been selected are sent a test: a technical task with a deadline and a method of transmitting the result.

Step 3. Processing completed assignments and interviewing

Students whose assignments meet the company’s requirements are invited to an interview. During the interviews, students are usually interviewed about technical and other issues.

Step 4. Hiring successful candidates

After the selection stages are completed, successful student candidates are offered a job with a probation period of up to 3 months. Please note that students under 18 cannot be employed on probation.

What should an IT company that employs students pay attention to?

1. We recommend that you develop an internal document: the Internship Regulations. It usually provides for the duration and procedure of the internship, the appointment and duties of the mentor (head of the intern), his encouragement, what is expressed in the successful and unsuccessful completion of the internship, and the consequences of completing the internship.
2. The mentor should be ready to assign tasks to the intern and answer his questions. To do this, he must consider the order of communication with the intern, such as what time, through what channels, how to contact the mentor, and with what questions. It makes sense to send this order to the intern.
3. If this is the student’s first job, you will need to purchase and issue a work record form.
4. A student who has been hired needs to be instructed on labour protection, even if he will work remotely, and familiarized with the IT company’s internal documents: the regulation on trade secrets, the Rules of internal labour regulations, the Regulation on Remuneration, and others.

It is necessary to inform the intern about the company’s communication order, corporate culture, possible bonuses over time, career prospects, and growth conditions.

How to apply for a student’s job

There are no peculiarities in hiring students compared to hiring other employees. There are peculiarities of hiring minors, but we still recommend that students who have already completed several courses and have reached the age of 18 be accepted into an IT company.

When applying for a job, the student must ask for:

• A passport.
• Military ID for military service.
• A work record, if there is one.

Proof that a student is mastering a particular speciality is not mandatory, but you can ask. This may be a certificate from an educational institution or a copy of a student ID card.

Usually, no other documents are needed for admission to an IT company. You can ask for a health certificate if your company requires medical examinations. 

The student is writing a job application. Based on the application, an employment contract is concluded with him, and an employment order is issued.

What kind of employment contract is concluded with a student

The head of an IT company can conclude an employment contract with a student for a certain period or an indefinite period. You can not only conclude an employment contract for part-time work when the student does not work elsewhere.

With a student from 18, the employment contract usually provides for a preliminary test of up to 3 months.

The full working hours in Belarus are 40 hours per week. It is possible to accept a student on a part-time basis, in this case he will work fewer hours, respectively, with lower wages. It can be 20 hours a week – 4 hours a day or with a different time distribution during the week. In particular, you can set flexible working hours and night work. 

During the probation period, a student can resign after giving 3 days’ notice to the head of the company. In the same way, you can dismiss a student by giving him three days’ notice. It is also possible to dismiss a student during the probation period by agreement of the parties.

After completing the probation period, a new employment contract does not need to be concluded with the student.

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