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Optimizing Hiring Practices in Eastern Europe

Finding proficient employees can be a significant challenge in the U.S. and Western Europe, particularly when job vacancies abound. Conversely, some countries present a different scenario, where the availability of talent exceeds job openings. Notably, in regions such as Eastern Europe, there exists a wealth of skilled candidates eager to work within competitive salary structures.

My video editing company employs over 100 individuals in Eastern Europe, and our experiences have led us to develop effective hiring strategies tailored for this market. Here, I share our streamlined approach, especially beneficial for scaling our line personnel.

Step 1: Preparation is Key

The first step is to clearly define the type of personality we wish to hire for each role. Utilizing the Competency-Loyalty Framework, we categorize potential employees into one of four groups based on their skills and loyalty levels:

• High competency and high loyalty
• Low competency and high loyalty
• High competency and low loyalty
• Low competency and low loyalty

For our needs, finding candidates with high loyalty is paramount, even if their competency is slightly lower. Our hiring approach is designed to identify potential and foster growth, emphasizing continuous improvement supported by effective mentorship from leadership.

Once we identify the desired attributes, we create candidate profiles outlining responsibilities and crafting an engaging job description. This description is then published across both paid and free platforms before progressing to the next stage.

Related: Here’s What to Expect in a Job Interview in Today’s Job Market

Step 2: Application Collection

Establishing expectations for application volume is vital. For instance, we typically discover that out of 70 applications for a video editing role, only one candidate will fit our criteria. However, for managerial positions, we might need to review about 100 applications. This knowledge assists us in estimating the necessary application volume needed to fill roles effectively.

These consistent ratios allow for effective planning regarding team expansion, as we’ve learned that fewer applications rarely yield the qualified hires we seek.

Upon reaching our application goals, we move on to the next phase of the process.

Related: How Long Should a Cover Letter Be in 2023?

Step 3: The Interview Process

Given the number of applications we receive, conducting individual interviews for every applicant would be impractical and time-consuming. To mitigate this, we host group interviews, typically consisting of 10-15 candidates at a time. These sessions enable us to assess applicants’ experiences, cultural fit, and ability to thrive in a competitive atmosphere.

By conducting the company introduction once for all candidates, we significantly reduce redundancy in the early stages of recruitment.

After group sessions, our hiring manager collaborates with the relevant department head to identify standout candidates for individual interviews, where we delve deeper into their ambitions and prior experiences.

Step 4: Assigning Test Tasks

Candidates who advance past the interview stage are required to complete a practical test that reflects the tasks they would handle on the job. We provide a few days for completion, and over the past year, we have revamped these assignments to account for the influence of AI in the hiring landscape.

Submitted tasks are reviewed, with feedback provided to all candidates, ensuring they understand their performance—whether they are a suitable match or not. This practice not only facilitates candidate growth but also opens doors for potential future employment.

Related: 5 Personality Traits Hiring Managers Should Look for in Candidates

Step 5: Internship Opportunity

Top candidates, following satisfactory test results, are invited to participate in a paid two-week internship. This phase offers them a chance to acclimate to our work environment while showcasing their skills in practice.

During this internship, candidates engage with real tasks under the guidance of a manager, highlighting their practical abilities and integration within our team culture. A mentor is assigned to each intern to evaluate not only their skillful execution but also their adaptability, receptiveness to feedback, and overall fit within our corporate ethos.

Those who excel in these areas signal a strong potential for future growth, serving as a key indicator in our selection process.

Ultimately, we narrow down our candidates from an initial pool of 100 to just two, signaling a thorough yet rewarding hiring journey.

A successful recruitment process requires significant effort from both parties, encompassing not only time but emotional investment as well. However, the energy and resources dedicated to achieving a successful hire yield exponentially beneficial outcomes. Once we optimize our hiring strategy, the path forward becomes clear; skipping any steps could result in greater losses than perceived savings.

By adhering to our comprehensive hiring funnel, we ensure the best candidates are selected, enhancing our team and driving long-term success.

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