Getting Real about Finding Tech Talent with IT Recruiter Chau Le

Chau Le, IT recruiter

Today, we are putting IT Recruiter Chau Le in the spotlight. Chau has been with Infinite Lambda for 6 months already, wielding recruitment tools, applying best practices and driving healthy change in selection processes. 

In this interview, she tells us about her own career journey and shares her experience in the tech recruitment industry. 

We are now deep diving into recruitment realities and tackling industry developments, candidate experience and the importance of cultural aptitude.

Introduce yourself

Hey everyone, I’m Chau, IT Recruiter at Infinite Lambda. I’ve been working in the field for over 5 years now. I truly believe that people are key to business success. Regardless of the size of an organisation, the people who work there are its biggest asset. That is why I am passionate about matching the right candidates to the right roles.

How did you get into recruitment?

I used to hold sales and customer success positions in startup companies. Almost all of them were on a constant lookout for talented people to build something new and drive innovation. This was especially valid for tech companies.

The prospect of connecting the right people to great environments where they can not only have a chance to grow but also challenge themselves, made me want to become a recruiter.

How has your job changed over the past 2 years?

One of the most important developments has been the need to build a strong employer brand both internally and externally. This happens on social media and job platforms but also through activities and events that put the company in front of the right talent.

Recruitment now has two main pillars. First, you need to bring opportunities to candidates. Second, you need to make sure employees are increasingly happier with their job by improving benefits and actively developing their talent.

Good recruiters are invested in candidate experience as candidates who have had a positive experience in the hiring process are more likely to accept an offer, keep applying and become company advocates.

What do candidates expect from the company they apply to?

Candidates do factor in the company culture, the career advancement opportunities and the working environment. They are looking for a place to contribute, learn and grow safely and comfortably.

During the pandemic the tech industry easily became recognised for the work-life balance opportunities it offered. This period was a catalyst for an overwhelming demand for remote work. Applicants came to expect this and are more than willing to reject an offer if it conflicts their sense of autonomy.

Candidates tend to do extensive research on companies’ websites and social media but also among their network before even considering a company. We would be right to assume that the candidate experience covers activities well before actually getting in touch and applicants are already familiar with the employer when they decide to apply.

Describe the efficient selection process. What are some mandatory steps in your view?

The length of the selection process is not a key factor per se. Rather, it is important to get to know each other better during this time. From the recruiters’ point of view, some of the steps can be:

  1. Initial screening (checking CVs and making a screening call)
  2. Assessment test (depending on the requirement and level)
  3. In-person interviewing (technical, culture fit)
  4. Background / reference check
  5. Decision and making a job offer

 

Each of the steps above affects the matching process between company and candidate. Depending on the requirements and the level, some of the steps can be forgone but for me the cultural fit factor is essential.

It is during the cultural fit interview that candidates are most likely to share their expectations for their career path and the type of environment they thrive in. Meanwhile, companies also get a chance to confirm if the candidates fit the culture of the company in their turn.

Why is the cultural fit factor so important?

Cultural aptitude is key to employee engagement, performance and productivity. Employees who identify with their company on a cultural level experience greater job satisfaction and perform better. They tend to be happier, more committed and more likely to stay with their organisation.

What makes a person a good cultural fit at Infinite Lambda?

We are looking for a willingness to learn and share. If the person is not afraid of asking questions, if they want to challenge themselves with new tech, new skills and interesting projects, they will thrive at IL and find endless opportunities to develop into better professionals.

How do you make sure that the selection process is fair and unbiased?

First, it is only companies that genuinely embrace diversity in all areas that can have unbiased selection processes in place. If disability, race, gender, age, nationality, neurodiversity and religion do not affect other business activities, they will not affect selection either.

Recruiters are responsible for objectively assessing all candidates for relevant job-related skills and competencies rather than simply relying on their gut feeling.

Some ways to encourage fair selection practices include having a well-structured interview process, being transparent and sharing real feedback and, of course, continuously reviewing and improving recruitment processes.

How can people learn more about life at IL?

Everyone can jump to our Life page on LinkedIn to learn more about our culture, benefits and activities.

Apart from this, we make sure all of our openings are listed on the Careers page, so applicants can find relevant information about priorities and locations.

Questions are always welcome as well, so if you have any, drop us an email at careers@infinitelambda.com and we will get back to you.