How to Hire IT Stuff in Belarus

Hiring IT specialists in Belarus is an urgent task for many companies wishing to develop their business and remain competitive in the modern world of technology. Belarus is famous for its qualified specialists in the field of information technology, as well as for the affordable prices of its services. The process of hiring IT staff takes a long time and requires finances, time, and human resources. At the same time, it may later turn out that the wrong person was hired. The main task of the service or the person engaged in selecting candidates is to minimise possible errors associated with unsatisfactory hiring results. To successfully hire IT employees in Belarus, it is necessary to consider the peculiarities of the labour market, trends in employee self-presentation, and use various strategies to assess their competencies. This article will examine what to pay attention to when hiring IT employees.

1. You can not choose employees based on emotions

From a human point of view, the ideal candidate would be an excellent specialist, meets the requirements of the vacancy and is likeable as a similar person. We do not avoid emotional evaluation of the candidate, but we are guided primarily by the compliance of his skills and experience with the requirements for the vacancy, his ability to cope with the tasks set and emerging, as new challenges and opportunities are constantly emerging in the IT sector in Belarus. In such a situation, emotions are somewhat secondary.

2. Remember, a resume is not the main selection criterion!

Recruiters often tend to select candidates whose resume shows a similar job title in an equal company in the market. However, in Belarus, IT specialists may have completely different functions in different companies in positions with the same name. Therefore, we do not base our selection of candidates solely on studying resumes. We use several stages of interviews, tests, and assignments.

3. Don’t trust the recommendations!

Although IT often requires employee recommendations, you should trust them only partially. Sometimes, recommendations are given in a friendly way to help in the profession, or vice versa. They are harmful in order to spoil the career of a stubborn former employee. It is often impossible to objectively evaluate recommendations. Therefore, we offer candidates testing and completing technical tasks.

4. Ask as many questions as possible

At the interview, you need to allow the candidate to prove himself and listen more to what he says about his experience and functionality in previous IT companies. It is preferable that the ratio of the recruiter’s story about the advantages of the vacancy and the answers to the candidate’s questions should be 20% of the time to the candidate’s story about himself and his questions, which make up 80% of the time. Not every IT specialist in Belarus is a master of words, but our specialists can ask the right questions to determine the suitability of a vacancy.

5. You need to agree on everything at once

So that after hiring, the company and the new IT employee do not have a feeling of mutual disappointment, and both sides do not feel deceived, it is necessary to inform the employee about his duties accurately. And also about what the company provides in return for the employee performing well-defined functionality.

6. “What called him into the distance”?

It is essential to understand what made an employee move between companies in the IT field and his motivation. The candidate’s personality traits may lead to a similar situation in your company. Sometimes IT employees get bored at their previous job, and they are looking for new tasks, and at the same time, new financial goals, a more profitable bonus program, prospects to become one of the key employees, owners of the company, opportunities to gain experience in large IT companies with a name. These markers of interest need to be identified at the interview and correlated with the needs and capabilities of the company.

7. Do not evaluate the applicant. It is better to “sell” your company to him

When interviewing a potential candidate for a vacancy, it is important to assess his qualifications and compliance with the requirements and show the advantages and attractiveness of working in the company. It is known that experienced IT professionals can choose for themselves. In the case of hiring a less experienced employee, the “sale” motivates him to achieve the company’s goals. Instead of strictly identifying the shortcomings and evaluating the candidate, it is recommended to focus on the strengths of the company, its culture, values, development prospects and benefits for employees. This approach will help to create a positive impression on the applicant, increase his interest in working for the company, his desire for development and increase the likelihood of successful vacancy closure.

8. Avoid employees who quit by agreement of the parties

The seemingly harmless reason for dismissal “by agreement of the parties” often suggests that at the previous place of work, the dismissal took place on questionable terms. Such IT workers sometimes cause scandals when fired, threaten to cause problems and get compensation. It is not a rule, but if possible, you need to monitor the behaviour of such employees when they are hired. They can undermine the authority of the head and turn some other company employees against others.

9. You should not hire employees from another corporate culture

It is challenging to find out at the interview how the candidate relates to the corporate culture of an IT company and what corporate culture he was immersed in earlier. However, we are trying to do this. It is crucial to identify this point about key employees and top managers. It is also vital that a new employee who claims an ordinary position in the IT field does not feel like an outsider, immersed in a corporate culture that is alien to him. The identity of the candidate should be revealed and compared with the values of the IT company. We have questions that help us do this.

Our recruiters conduct interviews in several stages to reduce the risk of error. It is how you can make sense of impressions after meetings, which helps to identify candidates who are good “interview psychologists” but cannot integrate into the corporate culture of the company.

10. Don’t hire employees in a hurry

When selecting IT staff, it is important to take your time and devote enough time to the selection and evaluation of candidates. Hiring employees in a hurry can lead to improper selection, insufficient study of skills and qualifications, as well as inconsistency with the goals and needs of the company.

Resume analysis, a thorough interview, and several interview stages reduce the likelihood of mistakes when choosing IT personnel. It is necessary to pay due attention to each stage of the recruitment process to find the best candidate who will meet the company’s requirements and become a valuable employee.

11. Betting on the uniqueness of a specialist is not the best option

The employee’s lack of a skill or several skills does not matter. In the IT field, priority is given to trained employees, not those whose skills are stable and unchangeable. Such a specialist may be unable to communicate adequately and learn new things quickly, which may interfere with the achievement of the company’s goals.

12. Don’t ignore your intuition

Of course, the data from the resume and the correct answers to the questions are essential. But it is worth listening to the inner voice. With experience comes an understanding of IT professionals and the consequences of their behaviour in interviews. The feeling that something is going wrong at the interview should not be ignored. We ask more questions and observe the answers. It helps us to conclude how well the candidate is suitable for performing the required functionality.

13. Figure out how the candidate’s aspirations correspond to the task at hand

The ideal candidate for a position in the IT field should approach the project during its term and meet the company’s goals. At the same time, we learn the candidate’s goals: what does he plan to achieve in the project or during the contract? Why will work help him achieve his goals? It is important to understand that the candidate’s aspirations correspond to how the company sees its development.

14. Don’t focus too much on the past

We pay attention to the potential of the employee, focusing less on his past achievements. Of course, it is vital to take into account the candidate’s experience and competencies in the IT field. However, the candidate must have the potential to develop in an ever-changing IT business environment and technology development. Within the framework of the position for which the candidate is applying, he must be able to reach his potential.

15. Use other assessment strategies besides the interview

Our specialists use more than just interviews to evaluate candidates’ skills in the IT field. Many IT specialists do not reveal themselves as interlocutors in interviews because of their unique personalities. Along with several interview stages, we use test tasks and questionnaires to assess the candidate’s skills fully. There may be several different levels of difficulty for test tasks.

16. Pay attention to the questions that the candidates ask

An interview with a candidate is a conversation in which we pay attention to what, at first glance, seems like small things. The candidate’s questions at the interview indicate his immersion in the interview process and his interest in further cooperation with the company as an IT specialist. The topics of the questions will help to understand the candidate’s goals, his interest in future functionality and the desire to learn more about tasks, colleagues, and not only about bonuses, relocation opportunities and the amount of remuneration.

17. Ask what they can’t do

Professional expectations of candidates will help them find out their answers to what they do not know how to do but would like to learn (or would not like to). We compare the candidate’s assessment with his answers and determine whether the hired IT staff will develop, whether they are promising employees who can master constantly developing new technologies and communicate productively, if necessary, with colleagues and clients from other countries and cultures.

18. Hire someone you could work for

A reasonable employee of an IT company will likely be a candidate for whom the recruiter himself would like to work if you switch places. This strategy, voiced by Mark Zuckerberg, is justified when hiring IT staff in Belarus. The candidate you can work with calmly and confidently is the one you can work for. Many years of experience help us with the help of tests, as well as intuitively evaluate candidates for the IT sector, including from the side of stability and reliability of personality.

19. Be very clear about expectations

We find out employees’ expectations regarding the number of tasks, duration and time of employment. Due to the fact that IT companies often cooperate with foreign companies, with companies that require continuous IT support, candidates need to form an understanding of the company’s expectations. These expectations may include working in a different time zone relative to Belarus, working after the end of the traditional working day in partner companies, etc. The candidate’s expectations must meet or, at the beginning of the selection, not contradict the expectations of the IT company.

If you are looking for professional IT specialists for your business, do not hesitate to contact us. Our experience and knowledge will help you find the best candidates who meet your requirements. There are more than 1,500 candidates in our database who are ready to consider new offers. Contact us today and let’s create successful stories together in the world of technology.