Magazine BEAST #16 2019

#Business | Human Capital
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team is now helping several clients to headhunt
and hire, searching for exactly matching profiles,
specific and often rare. This team is also finding
ways to attract talent to Luxembourg. «Working
hand-in-hand with the client is key: the better
the collaboration, the better the outcome. Where
do we come in? We find good fit candidates for
the client’s needs, do an interview, check the
hard and soft skills, and suggest best candidates
to the client. We are able to bring candidates
who are not looking for a job at all, as well as
candidates from our large network and some of
them have already passed our assessment. How
do we attract them? We do so by challenging
projects, technologies, creating an impactful
product, gaining responsibilities. Furthermore, we
make sure that the expert is affordable, helps
negotiation process, relocation if needed, and
ensuring that the candidate accepts the offer,»
adds the Lead Recruiter.
Nowadays, some of new methods in tech
recruitment concern better finding people –
what we call sourcing – better communicating
to them and assessing them. She specifies,
«sourcing starts from analyzing the market to
find the perfect match. Don’t stop on LinkedIn
or just on job boards. There are platforms where
tech people actually spend time: such as GitHub,
Stackoverflow tech discussions, Twitter, Reddit.
You can X-ray Google in order to find an exact
match for the position. Of course every recruiter
has something unique as own offline network. AI
can help with sourcing too. Although we should
take great care to craft well-targeted inputs and
write accurate algorithms to ensure unbiased
search results. We also support events such as
tech talks for tech communities, meetups, and
hackathons. Our main motivation is to support
Luxembourg IT ecosystem, encouraging tech
professionals to connect and do some quality
experience exchange».
When it comes to communicating, Valentina
Brysina advocates continuous improvement:
“when you talk to a tech person, you absolutely
need to try to understand what they cherish the
most, what they are looking for in life. Therefore,
we should clearly communicate in the first
message, which values candidates can find if
they decide to join a company, or even relocate
to another country. We carefully consider what
motivates the candidate for both professional
and personal development,» she comments.
Valentina Brysina (on the left)
Iryna Andriievska External IT Recruiter (on the right)
BEAST MAGAZINE #16