blog.1.image
Staff Augmentation

2021-02-22

How does the hiring process work in IT Staff Augmentation? Step by step guide

Laura Villa Méndez

Back to Blog

IT staff augmentation is one of the most manageable, profitable and reliable models to meet a company’s technological needs. Using this solution, companies recruit qualified developers in a remote way and obtain specific skills to achieve a project, usually in a short term.

These augmentation services adapt to the organizational requirements of the company and meet the goals of filling skill gaps and getting the right talent. This article presents a guide of how our IT staff augmentation recruitment process works and provides information regarding the effective use of this model in order to face the current corporate challenges.

The hiring process is a set of stages which goal is to recruit and select the most suitable staff for a job position. In SunDevs, it begins through the following steps: 

  1. Identification of requirements: in this process it is important to understand the project’s details in order to do a correct balance of the resources available and the strategic planning.

  2. Structuring the offer:  Once the client’s requirements are clear, we structure the job offer.

  3. Publication of the offer: We implement a strategy to attract qualified candidates, posting job offers in LinkedIn and in developer's communities. 

  4. Candidate's application. 

After these first steps, a stage of review of the applicant's requirements begins through a recruitment flow. After receiving many resumes, these get organized in a specialized tool for candidate's management within the different stages of the process. 

Recruitment flow

This process starts with the review of each candidate's Curriculum Vitae  This review is done with a check-list to rate the developer and, at first instance, to validate if he meets a series of minimum requirements and see if he can move to the next stage.

Main factors evaluated are:

  • English level (A1-A2-B1-B2-C1)

  • General experience (Amount of years he has worked as a developer) 

  • Specific experience (Amount of years he has worked with the technology he is going to use in the position he is applying for. Projects he has worked on are also taken into account).

  • Comparison of the experience he has with the one requested (Very favourable - Favourable - Not favourable at all) 

  • Current location (Very favourable - Favourable - Not favourable at all)

  • Availability to start (Immediate - 1 week - 2 weeks or 3 weeks) 

  • Salary expectation (Amount - Currency - Type of contract)

It's important to verify if the candidate needs to have an English verification  or not, or if the position requires him to have knowledge on the language or not. That verification gets done through the EF Standard English Test (EF SET), first standard online English test that evaluates in the following way:

For instance, if the candidate obtains a 45 points score, the obtained English level is 45/100 in the EF SET's rating scale and B1 Intermediate according to the Common European Framework of Reference (CEFR). EF SET's rating is calculated as an average of the reading and listening skills.

Candidates selected to proceed to the second stage are asked to do a hard skills test in which their knowledge and technical experience are evaluated.

In order to perform the technical tests, in SunDevs we use Hacker Rank, a technical evaluation and remote interview platform for recruitment of developers.  Through this solution, quality and cadence of the code are evaluated with tests that can be either default or performed live. 

If the developer can solve problems with common use cases and algorithm comprehension it's also taken into account.  Also, tests are focused towards specific programming languages wanted for the job position. 

In the end, since it is an automated process, each test is given a score used to obtain an average and we decide whether the candidate is suitable for the job or not.

After performing the technical test, the candidates go on with the process by doing a cultural test, that way, we evaluate soft skills.  For these tests we use Talentoday, a platform that allows us to analyze how much cultural adaptation the candidate has. With this test's result we can: 

  • Validate the coincidence percentage (%) with our goal profiles: 1% a 20% = 1  20% a 40% = 2  40% a 60% = 3 60% a 80% = 4 80% a 100% = 5

  • According to the most characteristic personality features revealed in the personality test, questions for the interview will be determined, with validating the obtained results as a goal. Finally, we will be able to identify the person's adaptability to the company's culture.

If after performing the technical, cultural and English tests, the results are higher than 4, the process goes on with an interview between the one responsible for making decisions for the client and the candidate. 

Once we determine if the candidate is suitable for the position requested, an interview with Human Resources is scheduled in order to get to know the candidate in the personal, academic and working level. Also, the results of the personality and motivations tests are validated through a set of questions to evaluate the candidates applying to the different positions inside the company.   Having those questions into account, we score them according to the following point scale:

  • Strongly agree (5)

  • Agree (4)

  • Undecided (3) 

  • Disagree (2)

  • Strongly disagree (1)

In order to obtain a competency analysis of the candidate, we obtain the average of scores of the four skills evaluated in each part of the process having the next point scale into account:

Once the individual is selected by the client, we start negotiating with the developer, the start date is set and necessary paperwork is completed for hiring. In this process, we take care of all the contracting and legal aspects.

The developer starts working for the client's company on the agreed date and a beginning call is scheduled, which includes the client and the SunDevs' team. This whole recruitment process can take up to 14 days, however, we can present potential candidates for your team in just a few days. 

It's way more efficient when a developer is committed to a single project, that is why at SunDevs each team or assigned developer is dedicated 100% to just one client.

Most common roles we provide:

Software engineering:

  • Front-end developer

  • Back-end developer

  • Full Stack developer

  • Machine Learning developer

  • Mobile apps developer

Developers Operations (DevOps):

  • DevOps engineer

  • Site reliability engineer (SRE)

  • IT Project Manager

Products+projects management:

  • Program Manager

  • Project Manager

Quality Assurance (QA):

  • Test automation engineer QA

  • Manual test engineer QA

Why SunDevs?

In SunDevs we offer a two-week process in which you can hire the best IT talent and expand your team with high levelled skills and English speakers. We evaluate every skill through a carefully built process: language, hard skills, soft skills and cultural fit of all candidates. 

When you need the right people in the right role in order to keep your company operating in an efficient way, we are always available to assist you through our IT staff augmentation process.

If you want to get in touch with us you can do it through www.sundevs.com/contact, leave your information in the form and we will give a response to your request. 

Share this article:

FacebookTwitterLinked In
What are you waiting for?

pre-vetted developers ready to be interviewed and join your team

More great articles

Sundevs

© Copyright SunDevs 2021. All Rights Reserved.