/ Management

Binary.com's Recruitment Process

Binary.com follows a structured recruitment process designed to locate the top talent for any given position. The recruitment funnel is described below.

Sourcing

There are basically two ways to source candidates: (1) you can advertise on job boards (i.e. look for people who are looking for a job), or (2) you can headhunt (i.e. look for passive candidates, who are not actively looking).

(2) is far better than (1). Indeed, the most competent candidates are likely to be much less often on the job market than the less-competent candidates. That's because less-competent candidates get let go more often, stagnate in their jobs, and their only way to earn increments is by job-hopping. The most competent candidates tend to stay longer in their jobs (because their employers love them), and if ever one day they do end up on the job market, former bosses and colleagues are likely to immediately snap them up, hence they don't have to scour job boards.

If however you do need to advertise on job boards, then choose niche job boards where the most talented candidates are likely to hang out. For example if you're advertising for software developers, you're far more likely to find top talent at a niche board like jobs.perl.org than at monster.com.

Writing job ads

To broadly generalise, candidates look for either of two things in a job:

  • Motivators (challenging work, recognition, responsibility, opportunity, etc.)
  • Hygiene factors (salary, perks, work conditions, etc.)

(cf. 2-factor theory).

You want to be attracting candidates interested in motivators. Accordingly, when writing job adverts or job descriptions, highlight the motivators: the challenges that the candidate will encounter on the job, the responsibilities he/she will bear, the opportunities to learn, gain more responsibility, and develop his/her career and domain skills.

The selection process

At Binary.com, candidates are asked to complete the following two steps before even being considered for a face-to-face interview:

  • The Self-Assessment Topgrading Questionnaire (SATI)

  • The talent test

The SATI is a self-assessment questionnaire based on the Topgrading recruitment methodology. The purpose of the SATI is to assess a candidate's character and attitude. All candidates (whatever the job scope) are required to complete a SATI.

The talent test varies from job to job, and is designed to assess a candidate's technical/domain skills. For example for an accounting job, it's an accounting problem. For a software development job, it's a coding test. Some talent tests (but not all) are time-boxed (i.e. candidate has up to two hours to complete it, either onsite in the office or remotely in a weekly "hackathon").

Generally speaking, candidates for technical roles are requested to complete the talent test first and the SATI second, whereas candidates for non-technical roles complete the SATI first and the talent test second.

Evidence for this sort of written recruitment process can be found at the following study: The Impact of Systematically Hiring Top Talent: A Study of Topgrading as a Rigorous Employee Selection Bundle

The interview

Candidates who make it through the talent test and SATI process are then invited for an interview with the Head of Department to whom they would be reporting to if hired, and also with our Head of Recruitment.

Thanks to the detailed information gathered from the candidate in his/her SATI questionnaire, the interview can be conducted in depth.

The CEO interview

Candidates who make it through the interview with the Head of Department and Head of Recruitment are then invited for a second interview with the CEO.

Reference checks

Finally, reference check calls are made to the candidate's previous employers.