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OUR BEST PRACTICES
Discovery phase
ICP (Ideal Candidate Profile) creation
Crucial step for result-oriented search. ICP helps to build alignment with the client and is a very powerful tool for managing bi
Position UVP (Unique Value Proposition) definition
Attracting candidates is like sales, hence it's essential to understand the UVP of what we are selling. UVP definition is a ground work that needs to be done.
Discovery phase
Dedicated landing page
All that glitters is not gold, but it doesn’t imply that the surface shouldn’t shine. At VeryBusy Recruiting we believe in immaculate presentation, and our data provides us with positive reinforcement. With a dedicated landing page we are usually able to get 2x more responses from potentially qualified candidates than from standard outreach campaigns and boost our pipeline fast.
Boosting search
Alternative sourcing channels
Working with a rare technical stack requires alternative places to look for the right people. Once we figure out that Linkedin search doesn't work well for the role, we focus our search on Github and developer communities.
Building talent pool
Some projects in recruiting are sprints, but most are marathons. When the demand of rare technical stack arises, it is important to invest into building a talent pool, you’ll be able to get back to in the future.
Mid-funnel optimization
Candidate's calibration
It’s often impossible to perfectly capture all requirements during the discovery phase. Hiring Managers might have implicit expectations from candidates. Our calibration process (pairing with HM and screening 1-2 candidates during the first week of search together) is the great way to align on expectations and build mutual trust.
Processing time optimization
Processing time is vital to win great candidates in the competitive tech market. In most cases we were able to eliminate candidate churn related to offers from competition and disengagement with our role.
Closing
Negotiation support
At VeryBusy Recruiting we believe that we’re uniquely positioned to facilitate final negotiations between the company and a candidate. From our experience, we were successful bridging the communication gap that is common
OUR BEST PRACTICES
Discovery phase
● ICP (Ideal Candidate Profile) creationCrucial step for result-oriented search. ICP helps to build alignment with the client and is a very powerful tool for managing bi● Position UVP (Unique Value Proposition) definitionAttracting candidates is like sales, hence it's essential to understand the UVP of what we are selling. UVP definition is a ground work that needs to be done.
Vacancy promotion
● Dedicated landing pageAll that glitters is not gold, but it doesn’t imply that the surface shouldn’t shine. At VeryBusy Recruiting we believe in immaculate presentation, and our data provides us with positive reinforcement. With a dedicated landing page we are usually able to get 2x more responses from potentially qualified candidates than from standard outreach campaigns and boost our pipeline fast.
Boosting search
● Alternative sourcing channelsWorking with a rare technical stack requires alternative places to look for the right people. Once we figure out that Linkedin search doesn't work well for the role, we focus our search on Github and developer communities.● Building talent poolSome projects in recruiting are sprints, but most are marathons. When the demand of rare technical stack arises, it is important to invest into building a talent pool, you’ll be able to get back to in the future.
Mid-funnel optimization
● Candidate's calibrationIt’s often impossible to perfectly capture all requirements during the discovery phase. Hiring Managers might have implicit expectations from candidates. Our calibration process (pairing with HM and screening 1-2 candidates during the first week of search together) is the great way to align on expectations and build mutual trust.● Processing time optimizationProcessing time is vital to win great candidates in the competitive tech market. In most cases we were able to eliminate candidate churn related to offers from competition and disengagement with our role.
Closing
● Negotiation supportAt VeryBusy Recruiting we believe that we’re uniquely positioned to facilitate final negotiations between the company and a candidate. From our experience, we were successful bridging the communication gap that is common
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Our Addresses
TW1 1FA76 London RoadFaregate House 33London, United Kingdom
01000Marka Bezruchka 24Kyiv, Ukraine
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