How to source and shortlist {role_name}

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

Where can you find qualified {role_name}?

  • Professional networks
    • Leverage your professional network and reach out to former colleagues, industry peers, and tech community members to ask for referrals.
  • Educational institutions
    • Collaborate with universities and coding bootcamps that offer programs in computer science, software engineering, and AI. Participate in job fairs and offer internships to attract fresh talent.
  • Your company career page : Use company career pages. Make sure your company’s career page is up-to-date and highlights the specific technical skills required for the role.
  • Tech-specific boards:
    • Stack overflow jobs, Github job, Angellist
  • Geography-Specific Job Boards:
    • In the US: LinkedIn, Dice, Techcareers, and Careerbuilder.
    • In India: LinkedIn, Naukri, Monster India, and Hasjob.
    • In UAE and KSA: LinkedIn, Bayt, Gulftalent, and Laimoon.
    • For Remote Positions: LinkedIn, We work remotely, remote.co, and Flexjobs.
  • Referrals can be an excellent source of high-quality candidates. Here’s how to leverage them effectively:
    • Employee referral programs: Encourage your current employees to refer qualified candidates by offering incentives.

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What are the best practices for headhunting {role_name}?

  • Personalized outreach: Make sure your messages highlight why the candidate would be a great fit for the role and your company.
  • Highlight unique selling points highlight what makes the role and your company attractive (e.g., technology stack, company culture, growth opportunities).
  • Follow up: If a candidate doesn’t respond initially, follow up with a friendly reminder.
  • Leverage LinkedIn: Use linkedIn’s search features to find and connect with potential candidates.

How to shortlist candidates?

Once you have started to get applications from applicants, a thorough screening process and shortlisting of prospects will help you make the most of your time spent with the most qualified ones. 

Automated shortlisting tools :

Automated screening quickly filters out unqualified candidates, saving time for manual review. This allows the manual process to focus on the most promising candidates, ensuring the best ones are considered for further evaluation.

Screening questions to auto-shortlist based on predefined criteria

like qualifications, location, experience, and skills. Either use job board or use an ATS such as whitecarrot. Here are some questions for {role_name}

  • Question: How many years of experience do you have with React.js?
    • Auto-Reject Criteria: Less than 5 years.
  • How many years of experience do you have in Node.js?
    • Auto-Reject Criteria: Less than 4 years.
  • Question: Are you located within [specified location] or willing to work remotely?
    • Auto-Reject Criteria: Not located within specified location and unwilling to work remotely..

Skill based question to auto shortlist candidate

Analyze the skill test data to automatically shortlist top-performing applicants. (recommended screening test time - 15 minutes). Here are some skill test questions for {role_name}

JavaScript Proficiency

Evaluate the candidate’s proficiency in javascript. Some sample questions:

  • What is the output of the following code snippet? console.log(2 + '2');
    • 4
    • '22'
    • Undefined
    • Error
  • How do you declare a nullable variable in Kotlin?
    • a) val name: String = null
    • b) var name: String? = null
    • c) val name: String?
    • d) var name: String = "null"
  • Which keyword is used to create a singleton class in Kotlin?
    • a) object
    • b) singleton
    • c) unique
    • d) class

React.js

Assess the candidate’s familiarity with React for front-end development. Some sample questions:

  • How do you manage state in a functional React component?
    • a) this.state = {}
    • b) useState()
    • c) state = {}
    • d) setState()
  • Which hook is used to perform side effects in functional components?
    • a) useContext()
    • b) useEffect()
    • c) useReducer()
    • d) useCallback()
  • How do you pass data from a parent component to a child component in React?
    • a) props
    • b) state
    • c) context
    • d) ref

Vue.js

Assess Test the candidate’s proficiency in Vue.js. Some sample questions:

  • Which of the following syntax is correct for creating a Vue.js instance?
    • var text = new object ({//options})
    • var text = new class ({//options})
    • var text = new text ({//options})
    • var text = new Vue({// options })
  • Which of the following method does not represent the non-mutation?
    • Reverse() Method
    • Concat() Method
    • Slice() Method
    • Filter() Method
  •  Which of the following keyword is used to create constant in Vue.js?
    • Const
    • Constant
    • Define
    • None of the above

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Note - Auto reject candidates if scores less than 70% in this section

One way video interview

Recruitment Bullet

Use tools like hirevue, whitecarrot.io to ask candidates pre-recorded questions about their experience and skills.

Recruitment Bullet

Use sample question given in scorecard.

Collect other information 

Recruitment Bullet

Collect data from shortlisted candidates, such as salary expectations and visa status.

Manual candidate profile shortlisting:

Recruitment Bullet

Thoroughly review the CVs of the top scoring candidates from the automated process

Recruitment Bullet

Look for evidence of the required skills, experience, and achievements

Recruitment Bullet

Review the candidate’s portfolio or GitHub repositories to see examples of their work.

Schedule recruiter calls with the candidate

Recruitment Bullet

Use a tool like calendly or whitecarrot to allow candidates to self-schedule calls based on your availability

Recruitment Bullet

Confirm the call details (date, time, dial-in info) with the candidate via email

What questions to ask in the recruiter phone screen?

Recruitment Bullet

 Use scorecard for rating candidates for recruiter

Recruitment Bullet

Sample scorecard : 

Criteria Sample Questions Rating (1-5)
Technical Skills Describe a challenging project you worked on and how you overcame the difficulties.
Problem-Solving Ability Can you provide an example of a complex problem you solved using Python?
Front-End Knowledge How have you integrated React with backend services in your previous projects?
Remote Work Capability Are you comfortable working in a remote team? How do you manage communication and collaboration remotely?
Cultural Fit Why are you interested in working with our company?
Recruitment Bullet

Check for consistency in responses from the candidates.

Recruitment Bullet

Record such scorecards in an ATS like whitecarrot or use google doc

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary