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πŸ§‘β€πŸ’Ό Recruitment assistant: why, howto & long term continuous benefits

πŸ’­ About recruitment

The recruitment process is a key process that has a tremendous impact on your team.

There are so many aspects, still, to keep it simple, here are some key phases I will focus on today :

  1. πŸ“’ Communicate about the job opportunity, make it appealing and describe what's it's all about
  2. πŸ”Ž Review candidates submissions (curriculum, motivation letter,..)
  3. 🀝 Interview candidates
  4. βš–οΈ Choose the new collaborator

The ambition of this post is NOT to detail the whole process, but just to point some things that, from my point of view have a huge impact on the "recruitment experience".

πŸ‘‰ In this experience, both recruiters and candidates experience matters a lot, in various ways. πŸ‘ˆ

My bet (and past own experience) is that:

both experiences must be carefully delivered, and... fun fact, has a continuous impact on the daily life & activities of the team.

♾️ Make it continuous

So if it has a continuous impact (making it continuous is a key factor), here was the question I managed to created :

"How to build something that has continuous benefits... with less efforts... or even better totally effortless for you and your team ?"

🍿 For impatients

πŸ•ΉοΈ Play with the ChatBot : https://bit.ly/4da7Ct9

πŸ’‘ Inception journey

In this demo, you'll see how I:

  1. πŸ€” Got the main idea,
  2. πŸš€ Started to work on this process,
  3. πŸͺ› Started to build a dedicated assistant
  4. πŸ“˜ Collected the data
  5. πŸ“ Prepared & patched data
  6. πŸŽ€ Delivered the experience
  7. 🀩 Implemented incremental loops of - git based - improvements

πŸ’° Benefits

Candidate perspective : the "left-shift"

  • Preview the culture of the team
  • Better answers at very early stage of the process
  • Self-training opportunities w. ChatBot
  • Curriculum Vitae tuning: focus on the most relevant skills
  • Motivation letter eval/enhancement based on chatBot answers

Recruiter side

  • Better introspection about what matters the most
  • Find "holes" in the description (the ones that may cause LLM hallucination because of lack of knowledge)
  • Deliver better answers to candidates, earlier and without bias : the assistant answers with the same LLM and the same data to all
  • Challenging ourselves and our own team : does it match reality ?
  • Does it make me/us want to work on the team ? If yes or not... Why ? Why not ?
  • Ask the team if it really matches reality ? ... If not: why ?
  • Make the vision clean: the cleaner the vision, the cleaner the data... the better the assistant

πŸ’Έ About on-boarding

Onboarding is a crucial process that you may face during turnover, for example:

  • As part of the recruitment process
  • Internships
  • Welcome colleagues for a limited period of time on a very specific project
  • Just let people know what you do
  • ...

πŸ‘‰ and it comes at a cost.

The more you have to perform on-boarding, the more energy you and your team spend at something else than your primary goal : create something new, achieve things.

So, in the real world..

sharing knowledge has a cost, an impact on the core team who often shares the same information

again and again... and generally:

"who gives a f@%#k about wikis on how to discover & learn a team's culture ?"

πŸ‘‰ Putting the AI assistant in the team helps a lot to cover the most common questions.

πŸ’° For Core team

Building the assistant is a collaborative effort:

  • Better knowledge of the team's culture by collaborators
  • Easier answering of daily incoming questions
  • Apply classical git driven collaborative and reviewing workflows (issues, Pull Requests, discussions & polls, review process,...)
  • ...

πŸ”­ Further : give it a try

Hopefully these steps and experience could help you imagine something to enhance your recruitment experience.

I've put minimalist elements... my advice would:

"Give it a try, experiment and see what happens: you and your team won't regret it."

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