What African startups need to learn from Andela’s recruitment strategy
Launched in 2014, Andela prides itself as a company training world-class software developers. It ranks 6th on the 2018 best 100 companies to work for in Nigeria. Needless to say, getting recruited into Andela is a big deal. Applicants, in fact, have a higher chance of getting into Harvard than getting into Andela. However, the Andela goal is to train 100,000 world
While Andela’s recruitment may be a comprehensive one, African startups can learn a few things from their recruitment strategy.
Have defined company values
Before conducting recruitment, African startups need to define what values they stand for and look out for applicants that gravitate towards them. These values that the company stands for is what the applicants being recruited should be passionate about. The values a company has also
Carry out rigorous screening tests
The Andela recruitment process includes screening tests ranging from personality test to pair programming exercise to
The Andela recruitment process starts with a scheduled Saberr personality test to evaluate the applicant’s personality. Then a home study curriculum made available on the Andela website is taken. A quiz is taken based on the home study and on successful completion; a timed main quiz will be undertaken. Successful applicants are then invited to an interview which if passed an invitation to 2 weeks boot camp is received. Following the completion of the boot
What startups can learn from this is that to get the best employees, screening all applicants with different exercises to test if they are fit to work in the company is important.
Give applicants an opportunity to learn and grow
The Andela recruitment process features a home study curriculum. This curriculum is to be studied by applicants and at the end of the study period, they are tested. Non-applicants or people seeking knowledge in computer science can equally benefit from the home study curriculum. The Andela boot camp furthers gives applicants access to programming packages which will hone their skills.
Startups can learn from this that not all applicants may have the necessary skills needed to be hired at that moment but with access to some help, they can become qualified. Rather than turn them away completely, create an opportunity to better their chances.
Computerize the recruitment process
Andela being a tech
As technology is making running businesses in Africa easier, startups need to utilize tools and resources in carrying out their recruitment processes. From applicants’ qualification screening to online testing to actual interviews, there is an automated tool for everything these days.
Consider a mix of candidates during recruitment
While most companies and startups
Startups can learn from this and ditch the traditional method of turning away unqualified candidates and rather focus on seeing the potentials they might carry. According to the co-founder Iyinoluwa Abogeji, the traditional method of recruitment is not sustainable in the long term.
The recruitment process is an important part of any startup or company as the employees hired can influence the growth of the company positively or the other way round. Different startups require different processes. Find those that work for you and implement them.