Table of contents:
- The Limitations of Traditional Resumes
- Skill Assessment vs. Cultural Fit
- Team Dynamics and Collaboration
- Hiring Strategies: Direct vs. Subcontracting
- Onboarding and Training
- The Key to Building High-Performing Teams
The Limitations of Traditional Resumes
Searching for a specialist to join the team is challenging and lengthy. According to a BSL study, out of 250 resumes submitted for a single position, only 2% of candidates are invited for an interview. Due to the many irrelevant applications, managers waste a lot of time reviewing materials. Even when skimming through resumes, a recruiter spends about 7 seconds per CV. Unfortunately, using external services rarely helps filter out candidates, as not everyone formats their resumes consistently.
However, assessing a candidate's technical background is not enough. The person must also fit in with the team, and this is where soft skills come into play, which are ideally identified during the initial screening.
Skill Assessment vs. Cultural Fit
Today, most companies are willing to overlook a developer's high technical skills in favor of their soft skills. And it's no surprise. A well-coordinated team, where each member complements one another, works significantly more efficiently, and, as a result, helps the business generate higher revenue.
This has given recruiters a new challenge, and often, the cultural fit interview now takes a higher priority in the candidate selection process. Recruiters have started using personality tests, asking more personal questions to understand how a candidate will behave in various situations, learning about past challenges with team collaboration, and hearing about successful moments of cooperation.
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Team Dynamics and Collaboration
But how can you assess whether a candidate will be an effective team player when all you have is their resume? Indeed, it's a tough challenge, but several factors can help make an initial assessment. For example, it's essential to look at each project's team size and duration. If someone frequently changes projects, which happens regularly, it's a red flag. The candidate's role in the project is also revealed. Sometimes, even a mid-level specialist might lead a small team or act as a mentor.
If you're looking for a reliable team player, consider contacting their former employer, even if only via written communication, or contact their colleagues from previous projects. Discuss their teamwork, collaboration, and conflict-resolution skills.
Hiring Strategies: Direct vs. Subcontracting
Clients always have a choice — to hire a specialist directly or use a subcontractor. Both options have advantages and disadvantages, so the decision should be based on the specific project and its needs. Let's examine each hiring option in detail.
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Direct Hiring through Matchit.me
Let's consider direct hiring using the example of Matchit.me, a Ukrainian startup that helps find specialists on the market. If you're searching for a candidate for your project, you can post your vacancy for free and receive the first resumes to review.
This option offers the advantage of access to a pool of interested candidates, a template for posting your job, and the possibility of support from a platform manager if you have any questions.
Additionally, Matchit.me provides a unique and convenient payment method – installment plans that allow you to pay in equal parts over a period of up to 1 year. This flexibility makes hiring more accessible and budget-friendly for your company.
If your team currently lacks a recruiter, visit the MatchiPerks page and explore a catalog of freelance recruiters who can handle your candidate search. This page also includes contacts for recruitment agencies and consultants on various business matters.
Working with the Matchit.me platform is an excellent solution for direct hiring. It allows you to find a relevant specialist from anywhere in the world within 24 hours without paying extra commissions.
Subcontracting through Unbench
An alternative option is working through subcontracting. This is an excellent solution for those not ready to expand their team or take on additional operational costs and tasks. It also saves significant time on candidate validation since all the candidates whose resumes you receive are already active specialists with proven track records on other projects.
Hiring through subcontracting with the Unbench platform allows you to onboard a specialist onto your project the next day after receiving their resume.
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Onboarding and Training
It's important to remember that hiring a candidate is not the final step toward achieving the desired results. Quality onboarding is essential for integrating well into the team and providing adequate services.
Expanding the team, while exciting, can often be stressful for existing members as they need to adjust to the new person and incorporate them into their workflow. Therefore, it's beneficial to include training for the entire team in the onboarding process. Platforms like MatchitPerks.org offer valuable resources for continuous learning and development, such as discounts on software subscriptions or training courses. Whether you're growing a business, advancing your career, or optimizing HR tasks, MatchitPerks.org can be a great resource.
Final words: The Key to Building High-Performing Teams
Talent pools can reduce sourcing costs by 25-50%. Having ready access to a live talent community can be your key to leveraging and lowering the cost per hire.
Today, the Unbench platform offers over 200 specialists on the bench, ready to start working on your project as soon as tomorrow, boosting your team's capabilities. If you have more time and are open to welcoming a new member to your development family, post your vacancy on Matchit.me.
And remember – when reviewing resumes, pay attention to details related to a candidate's soft skills to ensure a positive atmosphere on the project.
Sign up today to find your rockstar for the team!
