Recruitment is one of the most complex processes in a company and we are treating it very seriously.
So seriously, in fact, that clients, candidates and other colleagues say it is the most complex, yet useful, recruitment process they have encountered. Our recruitment process is essential, not only because it prevents us from hiring unfit colleagues, but also because it prevents us from “ignoring” people who may not sell themselves very well, but who would otherwise be valuable employees.
The majority of the companies do not have a continuous recruitment process that would offer them a replacement option, if a certain employee would leave the company or get promoted. Why are new employees so important? It is because they bring in novelty and can ensure the company’s growth. However, fast recruitment, that takes place when the company urgently needs a new employee, is a rather ineffective process, that rarely returns ideal results.
The recruitment process at Grapefruit is very rigorous and much ampler than in many other companies, and includes several stages—until we are certain that we are taking the right decision.
The recruitment process is structured in seven mandatory stages, which we take along with every candidate, regardless of the job position they seek.
1. The screening (via phone or Skype): takes 30 minutes and it is the getting-to-know stage, in which we initially inform the candidate about the job’s requirements and responsibilities, about Grapefruit, our colleagues, clients, projects and workflow. Moreover, we provide all the details that may help the candidate decide whether or not to continue the process.
The purpose of this stage is to filter the candidates who do not fit the Grapefruit values (passion, competitiveness, pragmatism, honesty and team-player attitude).
2. The technical test: is designed to thoroughly identify the candidate’s seniority level, work mode and method of approach in projects. The details are emailed to the candidate and the test is to be completed at home, within 24-48 hours (usually). In certain cases, we invite the candidate to our office and they take the test alongside our colleagues. The technical tests are designed so that the candidate can be evaluated based on the specific responsibilities that they may have to fulfill; they are designed to challenge and put the candidate to the test.
The tests are created considering the newest trends, technologies and of course the underlying process (such as UX Design, Development, Project Management or Content Strategy). Even if the said candidates do not pass on to the next stage, the feedback we receive from them after the technical tests is to be remembered: “Yes! Very cool! I have learned a lot just doing research for the quiz”.
3. The structured interview (face to face, 1-3 hours): is a large and most often a decisive stage for us, it involves the participation of the head of the department and the manager. The purpose of this discussion is to identify if the interviewee is an A-player, to discover more of their traits and to isolate the weak spots. The questions in this stage are punctual and refer to certain situations that the candidate has encountered. What are we after? To find out the candidate’s values, way of thinking, the approach on delicate situations, their personality, as well as their compatibility with us.
This stage features both standard questions, as well as more unusual ones. We unveil two such examples: “What do you wish to be written on your funeral stone (obituary)?” and “What would you do if you inherited a pizza restaurant?”.
4. Psychological test: it is the most relaxing stage in the process. Starting from a few years ago, we started collaborating with a psychologist because we focus on the employee’s values and their compatibility with us. The psychologist can help us identify the candidate’s personality type and convey to us the level of their compatibility with the entire company, but more specifically with the team they are going to directly work with.
How does the test go? A set of questions is sent by email, then a video conversation takes place between the psychologist and the candidate, pending the completion of the questions; the discussion regards the general feedback and possible improvements for the candidate—both professional and personal. Moreover, the psychological test can reveal to the candidate new things about themselves or help them identify their profile: “Hey, that’s true!”
5. References: we take this step as well, of course, but a bit differently than other companies. The purpose of this stage is to confirm the strengths and weaknesses of the candidate. We can thus find out how to best work with the person. This type of information can be revealed by the people who have worked with the candidate throughout their professional experience (mentors, professors, colleagues, team leaders, managers etc.)
6. Meet the team: the candidate meets the team for the first time and each member describes themselves in a few words. Thus, the colleagues can share details about what makes them unique, even favorite TV shows (Game of Thrones, Vikings, Grey’s Anatomy FTW) or various hobbies “What can I say—I have three pet tarantulas!”.
7. Final meeting and negotiations: it is the last stage in the process and consists of a discussion between the candidate and the manager, in which they talk over the financial package, benefits, contract clauses, feedback is given on both sides and a conclusion is reached.
Although Grapefruit was founded in 1999, this recruitment process was implemented in 2013 as a solution to some recruitment mistakes which negatively impacted the company’s culture and performance. Since then, we conducted over 130 interviews on several departments and a few of the candidates became our colleagues.
Completing these stages with flying colors is no easy task. We strongly believe that a valuable colleague, who can help the team grow, is worth waiting for. There was one case in which it took us over a year to find the appropriate employee for a certain position. It took so long because we were looking for a well prepared, passionate, pragmatic and team player type of colleague. Over 20 interviews with various candidates later, we found the person we were looking for. It was well worth the wait.
After all, any new colleague is an essential piece in the Grapefruit puzzle.
If you want to be part of our team and part of the puzzle check our careers section.