Recruiting

The main purpose of recruiting is to find qualified individuals who fit our values, with whom we can work together to move towards our Goals and Beliefs. This means that we recruit to meet an actual current or future need.

In other words this means we don’t hire just because we’ve budget for it or feel there is enough work - Hiring a new person is more effective when we know what we need them for and have the full commitment of the team during onboarding as they have selected the person themselves.

The Recruiting Interest Group is accountable for this domain.

Forms of Recruiting

We differentiate two forms of recruiting: Filing an actual need and constantly being on the look-out for great people, where the first always has priority to help our Teams and VSHNeers and to keep our business running.

Recruiting for an actual need

Recruiting helps to fill a job opening for an actual need, defined by the stakeholders. The Stakeholders (usually the team with the need) decide who, the Management gives budget OK. Recruiting pre-filters as much as possible, inviting stakeholders to help.

For more details check the Recruiting Process.

Unsolicited applications

We never stop looking for great people. Generic Job ads might be used to attract people, but making it clear that it’s an unsolicited application (also called cold or spontaneous application). Recruiting (periodically) checks against updated job openings and might discuss or inform potentially interested parties if an application has the "wow-effect" we’re looking for. Such applications have no priority and must not impact Recruiting for a job opening in a negative way.

  • Unsolicited applications might become applications for an actual need, as soon as there is one.

  • Delegate Circles or Management might define a job opening ad-hoc to hire a "wow-candidate" we don’t want to miss.

Key responsibilities

  • Help team and other stakeholders to define and write down their recruiting need.

  • Handle applications.

  • Do 1st meeting interviews with candidates.

  • Talk with candidates and navigate them through our processes.

  • (Help to) organize interviews.

  • Own the recruiting process and constantly improve it involving the affected people.

  • Select appropriate tooling to simplify the process.

  • Moderate decisions needed from Management or the Teams.

Dependencies

  • Teams or other stakeholders knowing what they’re missing and actively approaching Recruiting for help to define their recruiting needs.

  • Teams participating in meeting candidates and choosing their favorites.

  • Marketing support to be able to publish job ads, etc.

  • Management having a budget to actually recruit new VSHNeers.

  • Management talking the final hiring decisions.

Risks

  • Teams not participating enough.

  • Too slow handling of unsolicited applications, we might still miss good opportunities.

Evaluation Criteria

Seen as a Team
  • Their need is addressed through recruiting, they actually get open positions filled.

Seen as the Organization
  • We strategically hire people who help us to get close to our Goals and Beliefs.

  • The hiring budget is used to address actual needs of the organization.


This domain is tracked and reviewed as VIP-112.