In our inaugural post, we delved into the challenges of remote team leadership with Anton, a seasoned tech team manager with five years of experience. Here's a distilled version of our conversation and the full audio and YouTube versions for those who prefer a deeper dive.
1. Blind Interviews No More
Anton: It took me a while to embrace video interviews. Many companies still rely on phone calls or even traditional face-to-face meetings. Video interviews are crucial as they allow you to see the candidate's emotions and thoughts more clearly. We always use video in interviews; it helps other team leads review the conversation later. For instance, if a person doesn't fit one team but might be suitable for another, a different team lead can review the video without making the candidate repeat everything.
2. (Not So) Forceful Delegation
Some developers prefer coding exclusively and avoid dealing with business aspects. The challenge is to handle developers who want to focus solely on coding. Anton emphasizes the importance of making a team self-sufficient. Early in his career, he faced challenges when he had to leave for vacation, and work nearly halted. Over time, he learned to groom team members who could step in for him. Assessing a candidate's attitude toward managerial functions is crucial. In product companies, developers are expected to contribute to the product's life; hence, evaluating their willingness to participate in managerial tasks is vital.
3. Assessing Visibility or Lack Thereof
Kirill: When reviewing developers, a compelling GitHub profile or well-written articles might catch my eye. However, we've found no direct correlation between publicity and a person's work quality. A developer can be highly skilled without contributing to open source or having an extensive online presence. The information available online won't make a hiring decision but can guide interview questions and help understand a candidate better.
4. Googling Candidates - Within Limits
Anton: While freelancing, I used to Google candidates to find negative reviews. In a corporate setting, personal data digging is inappropriate. However, blogs, personal websites, and public contributions are fair game. Understanding a person's stance on certain technologies, legacy code, or even their hobbies helps assess how they'll fit into the team.
5. One-on-One Meetings: Regular or Ad Hoc?
Petr: Scheduled one-on-one meetings are common, but some find them obligatory and may not open up. Petr prefers spontaneous discussions, allowing team members to share when they feel the need. Many teams opt for flexible meeting schedules, understanding the importance of regular communication without forcing discussions.
In conclusion, traditional hiring practices are evolving. HR professionals face challenges in assessing candidates thoroughly, especially with the rise of remote work. However, it's impossible for HR to manually review every generated CV. That's where POTIS.AI's hiring copilot comes into play, providing an efficient solution to navigate the evolving landscape of recruitment.
