Focusing onstanding development — The core business of SENSE. Our values are the foundation on which the entire corporate culture is built. Here are the main points that everyone remembers and follows:

• customer in the first place;
• we are more than a team;
• continuously improving.

This applies both to the processes of the company itself and to the expertise of our recruiters. It is very important for us that our specialists understand the nuances of selection, IT-terminology, technology and also communicate with candidates and clients at a high level, Therefore, we have created in SENSE the highest quality training system for young recruiters and opportunities for their development.

Onboarding

Every new employee in the company, be it a trainee or an experienced recruiter, will have to go through the first few days onboarding. This process can be divided into four parts:

• Getting to know the company, providing resources and access;
• Induction;
• Internal database, lectures, development of our program and search resources;
• Deeper immersion in the profession, practical skills.

The first 3 points are usually handled by HR staff: they give introductory lectures and help with contacts. After all the technical settings a beginner picks up mentor — An experienced staff member with the necessary training. It is attached to each newcomer and provides a quick dive into the company processes and nuances of the profession. If the employee comes on position interns, 1-3 parts of onboarding is given more time and attention: the first few days he sits next to the Talent Manager, who introduces him with platforms needed later for searching. The trainee passes to a tutor already with a basic understanding of the main working tools to immerse him in more complex details and processes, rather than wasting precious time on simple points in learning.

Learning theory

we have our own internal theoretical basis – SENSEi, which was developed by our colleagues and contains the knowledge accumulated throughout the company’s existence. Every employee has access to the database from the first day of work. It is valuable because the knowledge it contains represents many years of experience accumulated in one place by many of our employees. Thus, using the information from there, a newcomer can avoid many mistakes and greatly improve their professional level. It is very convenient as a classic search engine on the Wiki, where in the line you can enter an interesting topic from the IT or recruitment world. The database is periodically updated. Information is presented in different formats – video and text, namely:

• IT recruitment course developed by SENSE. This is a full-fledged course to start in the IT recruiter profession. It covers all the necessary topics for work: from market and IT recruitment industry to subtleties in selection and ways of solving complex cases. The course will be useful not only for beginners, but also for professionals with experience who want to structure their knowledge and get new life skills for work. The training was recorded by employees who have a lot of practical experience in IT recruitment and have something to share even with advanced colleagues.
• Recruitment team regulations is created by employees for transparency and contains information about the company, its mission, values, as well as the best practices of our recruiters. The regulation helps to maintain a high standard of work and is obligatory for every new recruiter to study. It helps to find answers to any questions that may arise in the process. For example, whether you can write to the customer after 21:00.
• Video lectures on the most topical topics of recruitment and IT-technologies from our employees, having unique expertise in each direction, as well as invited specialists.
• Статьи на такие полезные и актуальные темы, как boolean search, первичные письма, отработка возражений кандидатов, как снимать вакансию у клиента или как правильно отказывать кандидатам.

the practical part of

In parallel with the study of theory, the practical part begins. One of the main tasks of a mentor is to help theoretical knowledge begin to be translated into practice. Thanks to this, even an intern without experience at the end of the 2nd week of work already:

• Will study and dive into the profile of 1-2 complex vacancies;
• Write templates of initial letters to candidates;
• Learn how to perform initial contacts with candidates on vacancies;
• Learn to work with our in-house IT HR platform eSENSE;
• Will visit the internal interview of the mentor with candidates;
• Prepare cover letter for candidate;
• Learn how to manage and control the process of working with a candidate.

In the system, you can edit resumes, move candidates through the selection stages, make comments, put reminders and do many other things to facilitate the daily work of the recruiter.

In addition, the system provides a large number of analytical reports on all work metrics recruiter, compares his performance with colleagues, allowing to transparently evaluate his performance. By the way, eSENSE continues to evolve and be saturated with new modules and chips, with our recruiters acting as main idea generators.

Career and development in the company

Career development within the company is not just about acquiring a new role, but expanding responsibilities and responsibilities. There are certain conditions that must be met in order to go from gray to gray. SENSE has a clear and transparent career ladder from the starting position of the trainee to the timlid with a team of 5-8 people, see the picture below.

Typically, growth occurs through closing vacancies and confirming expertise for the required role. For example, to go from senior recruiter to recruiter you need not only close 10 positions, but also confirm your skills of mentoring and communication with the client. The transition to manager’s rates is discussed individually, it is influenced by factors – contribution to the company and availability of bets.

All SENSE employees have plenty of resources to develop not only at the start, but also throughout their work in the company:

• The company is constantly participating in conferences, mitapas, hackathons. Moreover, the company organizes its own hackathons, where specialists from the IT industry are present. We encourage our staff to speak at conferences. For example, we gave a talk at Teamlead IT HR Conf about the system of working with interns that we were just starting to build and have now successfully implemented.
• Office lecture with invited experts from the IT field. The format of meetings can also be informal. For example, the guys order pizza and talk to a programmer who tells about an unusual job that was not previously in the selection, and answers all their questions on the topic.
• We provide employees with access to online library, where they can both find business literature and spend free time reading books of their favorite genre.
• The library is also available to everyone in the company Netology, where you can take various courses to acquire new hard skills and develop software.
• Our team brings together experts from different IT-areas, which allows us to regularly conduct trainings and exchange expertise. For example, before a recruiter begins to communicate with clients, he is trained to build effective and correct communication. The format here can also be informal: the guys can get together on a Friday night for pizza and work out the candidates’ urgent objections.
• We also cooperate with online school English language, so that our employees can take lessons at a good price.

If there is a desire to demonstrate and improve their skills in other areas – any employee can put forward proposals. Internal HR department is responsible for the development, training and overall happiness of the SENSE team. Colleagues there are always open and happy to consider interesting initiatives that will make the company’s employees’ lives even better. So, for example, we had a sales club and a book club – all of which develop different skills that help the guys in recruitment.

Results:

Every month in SENSE we take stock of the work of our friendly recruitment team. It is important for us to see the results of our activities and celebrate our successes. We also love holidays, so we have quarterly corporate events where there can be interesting lectures and training. For example, there was a recent lecture on artificial intelligence in recruitment.