How we work: Insights into IT Recruitment Workflow — Final Stage

In previous articles, we started a series about different stages of IT recruiting, acquaintance and search. Today, we’ll discuss the final steps comprising the final interview. Subsequently, we’ll cover either extending a job offer or adjusting our strategy for the ongoing search.

Final interview

The final interview involves a meeting with the hiring manager at the client's company. Interviews may be conducted by various individuals, including in-house recruiters, the CTO, and even the company's founder.
Lucky Hunter doesn't just provide standard IT staffing services; we also specialise in Executive Search to help you discover top-level professionals, including VP of Engineering, CTO, and others.
The final interview typically serves as the second stage of the selection process, following the initial interview with the Lucky Hunter recruiter. Traditionally, after this stage, the employer makes a decision.
In rare cases, a test assignment may precede the final interview, but as we’ve previously mentioned, you should skip this stage, especially given the current situation in the IT market.
At Lucky Hunter, we generally avoid taking on job openings that include a test assignment stage. The exception is for unique vacancies where the inclusion of a test assignment is justified. If the interview between the candidate identified by our Lucky Hunter team and the company representative is successful, the client then formulates an offer and sends it to the candidate.
Throughout this period, we actively communicate with the candidate and the client. We keep specialists informed about the company's readiness to extend a job offer, assess the candidate's interest in the vacancy, and motivate the specialist to accept the offer.

Offer or continuation of the search

Typically, the collaborative efforts of our team and the client to motivate the candidate bring excellent results: the specialist accepts the offer, notifies their current employer about the job change, declines counteroffers (which occur in 70% of cases), and successfully secures a position in the client’s company.

However, in certain instances, we observe a different scenario: the candidate declines our client’s offer, either opting for another opportunity or accepting a counteroffer from their current employer.
We gave some insights on whether candidates should accept or decline counteroffers in this article.
In such cases, we investigate the reasons for the refusal, adapt our motivation and search strategies, and persist in our meticulous efforts to fill the vacancy.

At this stage, it's crucial to pinpoint bottlenecks in the selection process. We collaborate with the client to explore potential solutions and agree on new search strategies.
We consistently achieve a 100% success rate in filling the vacancy and securing the long-awaited accepted offer thanks to alignment between our team and the client: we devise the most effective recruitment strategies while the client considers our recommendations and adopts a flexible approach to selection.
Nevertheless, we would like to remind you that an accepted offer does not guarantee victory. In some cases, even after a candidate has accepted an offer from a company, the specialist may not eventually join the team. Various reasons contribute to this, with the most common one today being the acceptance of a counteroffer from their current employer.
After accepting the offer, the subsequent stage is exhilarating, demanding patience and skill in constructing a dialogue. It involves convincing the candidate to ultimately join our client's team.

We hope this series of articles has been helpful to you, making the processes of our IT recruitment agencies easier to navigate.

And if you want to fill any IT vacancy anywhere in the world, contact Lucky Hunter. We provide an individualised approach, speed and quality of work. Fill out the form to schedule a call.

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