Building the best tech teams — interviews with our townhall award winners
2021 was a phenomenal year for The Scalers, and in December’s townhall, we highlighted our plans for exponential growth. As we’re set to exceed expectations and continue to expand at a rapid pace, we thought now would be a great time to give you another sneak peek behind the scenes and show you who’s behind the success of building the best tech teams.
In this exclusive insider look, our townhall award winners spoke to Stephen Hedrick — our Senior Content Writer — to provide an insight into their roles, what they entail, and how they add value for our partners. Let’s get started!
Building the best tech teams starts with acquiring the right talent
Stephen: Congratulations, Mohammad, on being the winner of our Townhall’s Rising Star Award. You’ve been a recruitment champion this year, rapidly excelling, attracting talent, becoming a rising star. So, let’s start with a few questions to gain insight into your role as a Talent Acquisition Specialist and its function.
Can you tell me what your role in building the best tech teams entails?
Mohammad: I’m a Talent Acquisition Specialist, and my role is to source, attract, and interview prospective tech candidates to find the best fit for a company’s long-term objectives. This is a sensitive and time-consuming process as people play an essential role in any organisation and are crucial to their success.
What is the difference between talent acquisition and recruiting?
Mohammad: Recruiting involves putting together a job description and finding a candidate who matches it, whereas talent acquisition involves evaluating whether the candidate and company fit together. This method requires screening candidates in various ways. You not only confirm that the candidate meets all the requirements of the job but check that others factors, such as whether they are articulate, can communicate well, have a good work ethic, and a positive attitude, etc.
Mohammad: Our first step is to conduct a market analysis based on the job description. It helps if you begin by understanding the nature of the work and the technology involved. You determine the technical knowledge one must have, the difficulty of the job, and the budget. After that, we have a pre-screening call to determine whether their communication is good and if what they have written on their CV matches their responses.
Do you tailor the process to each of your partners?
Mohammad:
All candidates go through varying rounds of screening. For instance, the technical round assesses their technical capabilities and approach to a given scenario and tests their knowledge. The managerial round considers how they would perform their duties in the same situation. The HR round presents an opportunity to address the candidate’s concerns. It also allows us to ask them why they are leaving their current job, and query their expectations, etc.
Mohammad: If employees compete for the same role with similar technical and communication skills, I tend to look at different factors, such as how stable the candidate has been in their past roles. For example, how long did they stay in their last position? How many companies have they worked for in the last 5–10 years? I also check what their approach to given scenarios might be and how well they can execute this approach.
At The Scalers, we have a top-notch team that is constantly improving our recruitment process so that we can continue building the best tech teams. These individuals are committed to providing high-quality talent to our existing partners so they can scale without limitations.
There you have it, ladies and gentlemen, a round of applause for the Townhall Award winners for 2022. It has been a pleasure working with you this year, and we look forward to congratulating all the new recipients next year.
Read the full article at:https://thescalers.com/building-the-best-tech-teams-interviews-with-our-townhall-award-winners/
