2. HR Recruitment
Workflow How the process works
Between this two stages of the process, the DRH can
apply two technical tests:
Prove IT or Codility
HR
HR Technical Hiring
Sourcing Interview Contracting
Manager
Interview Interview
HR BU HR
Active and passive After a first screening, the The DRH picks a Candidate is Proposal
sourcing for candidates candidate is interviewed by technical interviewer submitted to the Negotiation and
the DRH, that gathers the from the pool. The HM, that might Contract Signing
following information: interviewer must only require an extra
evaluate the candidate interview from the
- Current salary / Salary technically and in terms BU
expectations of cultural fit
- - Availability to travel
- - Global and funcional The purpose of the “New Interviewers’ Induction”
competencies
- - Career drivers
Meetings was to enlarge the Pool of Technical
- Pre career positioning Interviewers eligable for this stage of the process.
(T, E or S)
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3. HR Recruitment
Testing Phase
The technical tests we can pick to evaluate the candidate
Prove IT Codility
• Evaluates technical knowledge from a • Evaluates technical knowledge from a
theoretical point of view. The test consists practical point of view. The test requires
of a series of multiple choice questions. real code development.
• Results to consider: Percentile over 70. • Results to consider: Score over 150 points
• Time limit: 35m. (Max = 300).
• Time limit: 60m.
© ALL RIGHTS RESERVED
4. Basic
Documents to take in consideration for a Technical Interview
Documentation
• Performance Management
The technical interview must be aligned with the competencies and proficiency level
of each career group.
Documents available at:
http://moss.safira.pt/moss/DRH/HRDocuments/Forms/AllItems.aspx?RootFolder=%2fmoss%2fDRH%2fHRDoc
uments%2fPerformance%20Management&FolderCTID=0x01200081C147162EA7304A97E5C1E07D8A8DBA
• Technical Interview Questions
Take in consideration the list of technical questions pre-compiled and published in
MOSS.
Document available at:
http://moss.safira.pt/moss/DRH/recruitment/_layouts/WordViewer.aspx?id=/moss/DRH/recruitment/Support%20
Library/p-saf-13-es.1%20-%20Lista%20de%20perguntas%20-%20Tecnico%20v3.0.doc&DefaultItemOpen=0
• The Technical Interview Template
Understand how the Technical Interview Template should be used. The Technical
Interviewer must always have the drive for evidences.
Document available at:
http://moss.safira.pt/moss/DRH/recruitment/Support%20Library/Interview%20Guide%202009.pdf
© ALL RIGHTS RESERVED 4
5. Bullet
What to remember
Points
• In case of doubt, think twice before approving the candidate. The cost of
a bad hire is (in average) 10 times higher than not actually hiring.
• The report from the technical interview should allow the DRH to formulate
a technical impression about the candidate, without the interference of
personal judgments.
• The interviewer must care for detail and look for evidences that the
candidate will be a good fit for the position and for our culture. The
interview report must reflect those evidences, and one shouldn’t mind
including technical terms.
• Bear in mind that a candidate pointed for a career level with, for
instance, level 3 of Database Knowledge, must show evidence of level
1, 2 and 3, accordingly to the Competencies Catalogue:
(http://moss.safira.pt/moss/DRH/HRDocuments/Performance%20Management/EN%204.%20Competence%20
Catalogue%20V1.1_2012.pdf)
• Our pool of interviewers have the technical knowledge that the DRH
misses. Therefore, they have a vital input in the recruitment process.
And last but not the least…
• The interviewer must provide a good interview experience! Candidates
will remember it
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6. Sede If you have any doubts, feel
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