Hi there!
My name is Olli and I’m one of the recruitment special forces at Zure. I’ve seen many kinds of recruitment processes in my work life, many of which have caused severe urge of facepalms. In this blog post, I go through how we at Zure handle our recruitment process to avoid the classic recruitment facepalm moments for our candidates.
Facepalm no1: You send an application and no one replies
In Zure, we have a 48-hour reply policy. You should always be hearing from Milja, or our other recruitment forces during the following 48 hours from your application submittal. We don’t want to leave you hanging. However, we are not robots and don’t want to be (we do not believe in automated replies in recruiting). So sometimes for e.g. holiday or sick leave reasons we might surpass this time limit. BUT if we miss the 48-hour curfew, we sure promise to buy you a proper cinnamon bun when we meet!
Facepalm no2: All candidates get info only when the recruitment process is over
At Zure our recruitment process is 3-4 rounds, depending on your profile and role. After each round, you get feedback from the people you have discussed with. We know this is not the fastest way, but it’s important for us to get to know you well – and let you get to know us. That’s why we have a recruitment process guide who will keep you updated on where the process goes and what’s happening next. Also, if nothing is happening next, we will inform you about it!
Facepalm no3: The generic “Thanks but no thanks” -email
Yeah… heck no. We are committed to always giving proper answers and reasons behind the decisions taken. This happens preferably via phone so that you have the option to ask more questions. We value your time given to our recruitment process and hope to give you the most information about why we did not continue further. We also try to give information on how you could be selected in the future, in case you would be interested.
Facepalm no4: Recruitment discussions with generic HR department
At Zure the recruitment is conducted by the people who are going to be working with you. For example, I’m also a consultant with 50% of my workload. If you are applying as an Azure Developer, you will be discussing with Azure developers. Normally you will have 6 potential colleagues in recruitment discussions with you.
Facepalm no5: Recruitment process does not align with the work or the company
We think that recruitment is one of the most important processes in this business. At least for us, it is. Hence we have different means to make sure we are a good match. For example, we have a coding task for developers. If you don’t pass it, there is no going forward. Also, we have as our last gateway a culture interview by our CEO Sakke. Every new employee is an essential part of our culture and how it evolves in the future. Hence it is essential to make sure you understand what’s the core of Zure.
These are some of our recruitment principles! Hope to meet you in our recruitment process (or biking routes) in the future! 🙂
Cheers!
Olli
Share this post:
