Some tips for beginners from our CEO

What matters:
First of all — if you are going to look for IT recruiter’s position — be sure that company will go to your LinkedIn profile and check:

• How many connections do you already have on LinkedIn.
• How do you communicate with your audience (if you do at all) and what’s your tone of voice.
• How active you are (if you check your LinkedIn page once per two weeks — maybe you’re not that interested to get a job?)

Written communication.
If you received a message from recruiter who is interested in your candidacy — pay attention to how you respond. Casual but polite tone of voice of your messages is always the best.
The worst examples I personally had in communication with candidates: they disappeared in the middle of conversation or replied to my messages just "yes", "no", "sure".

This kind of behavior tells a lot about the candidate: in IT recruitment where 70-80% of time you will be writing to the candidates it’s inadmissible not to close the vacancy because of bad written communication skills.

When you managed to get the interview arranged:

1. Preparation. This is an epic fail if you don't know the name of the company where you're interviewed. Find out about the company’s type of activity, team, projects, and customers. Understand whether it is interesting for you to pass the interview after that?

2. You need to have at least a basic understanding of the market.
If you don't even know the main players, don't distinguish outsourcing from outstaffing, have no idea why developers change jobs at all — D.O.U will help you.

3. You have no questions or the only question is about the salary and the work schedule ...
What kind of person is the company looking for? What will recruiters pay special attention to when selecting? What is the recruiter's workload? What vacancies have to be closed? How will your work be evaluated? What are the prospects for development in the company? What will the bonus system depend on?
To ask the right questions, first see paragraph 1.

4. Ask the interviewer how the interview was from his/her point of view? What should you pay attention to? What should be improved?

5. Choose with your heart. It's the most important! After all, when the offer is signed, you have to work for this company.

So ask yourself the following questions after you meet the team members:

• Will you be comfortable with these people?

• Were they interested in you?

• Was the interview interesting from a professional point of view? Evaluate the professionalism of the interviewer. If it was cool, you would have the opportunity to learn 🙂

• Did you feel that you would be great there?

• Do you see prospects and opportunities for development?

We always choose people for our team, paying attention first of all to the personality, and only then to everything else.

It is love at first sight. And you've either got it or you haven't.