Staffing: How we do it at Rite NRG

Staffing in Rite NRG

Staffing: How we do it at Rite NRG

So much has been written about how to create an efficient staffing process, and so many companies believe their own is just the one – the most effective, the smoothest, the most agile. And to be fair, most of them are probably right, because each and every company and entity has to tailor common recruitment knowledge to their own specific needs. Truth is, we all have to adjust it to our subjective experience and utilize it in a way that, simply, serves each of us best. It doesn’t mean we don’t have to constantly learn and search for new and better ways of doing it. The more so! So, this is just a little bit about how we do it in Rite NRG, what exactly we’re doing differently, and how our approach increases the probability of success. 

Team building is what we do at Rite NRG

Putting together efficient IT teams has been Rite NRG’s field of expertise for years. We carved out a unique process: we tore apart the proven delivery practices, looked at them and improved them where they lacked certain features. And we concluded that, in order to provide our clients with great-performing IT teams, our task is not only to find proper talents. It’s much bigger: we need to target the right people with the right skills who fit perfectly into the client’s company culture, and therefore generate the right energy to move the project forward. To be able to perform this task, we needed to put a reliable process behind it. Not only to be dependable business partners for our clients, but also to create an exciting process we would be proud of, and one we could enjoy engaging in every day. 

Rite NRG is a tech company focused on delivering IT projects, and owned by managers with a technical background. Therefore, technical language is in our bloodstream, in every part of our organization. We teach our recruiters how to speak it, too. Therefore, in the context of people, our profile is, on a high level, similar to the profile of developers and experts we’re looking for.

It gives us two advantages. First, due to common experiences, we and our candidates not only communicate easier but also often think alike. Second, we can go deep in verifying candidates’ IT knowledge and technical skills. Therefore, by utilizing our managerial experience in this area, we can complement the soft side of recruitment with its tech side. 

The big picture in interviewing is our priority

We know relations are important to everybody, and we also believe they are the key. Plus, it is hardly news to anyone that on the IT market, the talent pool is limited. And so, we have decided that with the candidates we’re talking to, we’ll put the big picture first. And we’ll do that both when it comes to what we are looking for at the moment, and also what the candidate has to offer for the time being, competencies-wise.

If they are not ready for a given role, it’s okay – and if they wish, we’ll advise how they could navigate it. Or if they lack some skills, we will coach them so that they learn how to develop their potential. Sometimes they need some encouragement or explanation, and we are happy to share what we know. In short, when we’re building up an IT team, we don’t hesitate to invest our time in a candidate that isn’t a quick win. We believe that what goes around, comes around.

What we’ve also discovered is the fact that for a project to succeed, the right technical skills are not enough. What’s crucial is the right energy generated by the team, which is possible only if the cultural fit is in place. Sure, tech skills are absolutely necessary. But without inner motivation and mutual understanding within the team, a lot of energy goes down the drain. This is why we always focus on a deep understanding of the client’s culture and prioritizing it when putting the team together. It always pays off. 

We believe in data-driven approach

And then, one of the critical factors for the clients is time to deliver. We know that nowadays everything is urgent. We don’t fight it, we try to understand our client’s perspective. And so, we have developed the process and our internal templates, so that we can react within hours, not weeks. We have drafts of documents prepared, and we have our sourcing process firmly in place so that we can react immediately.

Also, the tools we are working with allow us to be ready with the candidates pipeline quickly. But on top of that, we’re aware that our clients expect us to be flexible. And we are, but with a strong starting point serving us as a springboard. Proofs? We’ll just mention that we have 7,500+ verified candidates in our database, our LinkedIn network consists of over 50,000 connections, and we successfully close around 200 recruitment processes yearly. 

OUR RECRUITMENT ECOSYSTEM:

  1. Sourcing
    • Checking the profiles of Client’s current and former employees
    • Going through our database consisting of 7,500+ verified candidates
    • Contacting the freelancers and contractors we’re partnering with
    • External sourcing (direct sourcing, working on referrals, etc.)
    • Cooperation with trusted entities and our business partners
  2. Tools
    • Traffit – sourcing platform (a cloud solution)
    • Full candidate’s history available in one place
    • Current status of a candidate easy to verify and check, at any time
    • GDPR compliant
  3. Verification
    • HR Interview – general & cultural fit verification
    • English language check
    • Technical verification – performed by our tech team
    • Technical knowledge check – done by the Client
    • Criminal record check

We are a data-driven organization, and so for our purposes, it is important to measure our process. For this very reason, we have decided to go ahead with Traffit. We know exactly how much time we spend on sourcing, screenings, interviews, and process closing. By that, we can monitor our recruitment process closely and react immediately. That’s not all – Traffit is also a tool that allows us to automate the repetitive aspects of recruitment and to align business development with sourcing. It also ensures prompt internal communication between the two. Additionally, it allows for close cooperation of recruiters working on different projects, enabling them to exchange talents between projects. It’s all especially important as our goal is to find the proper people swiftly and deliver the team for a client within 3-4 weeks. And we stick to it.

On top of that all, we’re constantly learning and believe in continuous improvement. But at the same time we truly feel that we have managed to come up with a staffing know-how which allows us to streamline each aspect of the process in the best possible manner, and to a truly great effect. Especially when it comes to the most important thing to both the client and the team: the project’s success. 

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