A complete guide to our vetting process
We get you. When partnering with a TaaS company or staffing agency, it’s normal to have this question on your mind: How do I know if the talent they’re providing me is a good one?
You want to ensure that your new hire is qualified for the job. You want them to meet the requirements, fulfill their tasks with expertise, and fit your team. We share that —It’s the dream!
So, of course, assessments play a crucial role in this process. They help us analyze candidates’ qualities to make the screening process faster and more accurate.
It is important to us to make our clients feel confident and comfortable with the developers we select for them. So today, we want to share GoFasti’s vetting process (for software developers) to give you an inside look into our daily efforts of building a remarkable distributed team across LatAm.
Before starting with assessments, our Talent Acquisition Team sources on our talent pool for experts who meet our client’s specifications. We also share job posts to receive applications from different candidates and do active sourcing. After reviewing profiles and resumes, our tech recruiters select suitable developers to move on to the next stage.
Once we have made a preliminary selection of candidates, we continue with skill tests. GoFasti’s vetting process follows these steps:
1. Soft skills evaluation
We contact pre-selected candidates to schedule a live call so we can assess their soft skills according to the role we are filling.
2. What are the usual soft skills of a GoFasti developer?
At the beginning of the hiring process, we talk to our clients to know what they look for in their new developer, which helps us guide our search.
We usually consider proactiveness, empathy, confidence, passion, problem-solving, organization, and communication. According to the position, we also test leadership, teamwork, or self-motivation.
3. How do we ensure developers have these skills?
First, we ask candidates to share a little about themselves (hobbies, passions, etc.), for they reveal some of their soft skills when describing themselves in the call.
After that, we do specific questions to analyze if the developer has the required skills. To obtain accurate and objective results, we don’t ask direct queries like “Do you have empathy?”. We avoid yes-or-no questions and formulate inquiries that indirectly get us that answer.
By the developer’s response, we are able to assess if they actually have and practice a specific soft skill.
Depending on the soft skill we are assessing, we use different questions like the following:
What do you do when you notice one of your teammates is having problems with a project or is stuck on a task?
What is the most significant problem you have solved in a workplace?
When you are assigned a project, how do you prioritize your tasks?
- Organization/prioritization, when Google workspace is a requirement
How do you organize files on Google Drive?
4. English fluency evaluation
On the same live call, we test the developer’s English by their ability to understand and respond to our questions. We follow the Common European Framework of Reference for Languages (CEFR) to assess their English level according to the range, from A1 (for beginners) to C2 (for experts).
We use this to demonstrate developers’ ability to speak English with our US clients and partners (the companies that want to hire them).
At level A1, talents can understand and use familiar everyday expressions or very basic phrases aimed at the satisfaction of needs of a concrete type.
At level A2, talents can communicate in simple and routine tasks requiring a simple and direct exchange of information on familiar and routine matters.
At level B1, talents feel confident to deal with everyday situations. They also manage to write simple texts on their areas of interest and begin to be able to give their opinion on certain topics. It can already be considered an intermediate level.
In B2, people can already understand the main ideas of more complex conversations and have the ability to write detailed texts on a wide range of topics. It is the stage where communication becomes effortless.
It’s the stage of films without subtitles. Here, people can communicate fluently and calmly without the need to “think” before speaking. A C1-level speaker already has the skills to debate, watch movies without subtitles, and use language in academia.
Level C2 classification means the speaker already knows how to easily understand everything they hear and read. They are already completely used to the language. Their communication is spontaneous, with great precision.
What’s the minimum English level for a GoFasti developer?
Our developers are fluent English speakers. We ensure the communication process between our partner companies and our talents is effective, seamless, and consistent. We mostly hire developers with a minimum English level of B2 or C1 according to our clients’ requirements.
5. Technical assessment
If the developer fulfills the requirements from the first two steps, and our Talent Acquisition Team approves them, they move on to this stage.
Our CTO creates an assessment on a specialized platform to test the developer’s technical skills. They usually consist of 4-5 challenges related to the languages and frameworks required for each position. We share with the candidates the link to the assessment.
When the talent is doing the test, the platform records a live video to trace the developer’s steps and clicks, so we can know how much time they took in each challenge and how they did it. The platform can also identify if the person has copied/pasted any answers, so we can better evaluate their results.
We examine each answer and carefully decide which candidates should be approved (based on their score and performance).
Is it the same test for every position?
No, we design a different test according to the programming languages or technologies required by the client. We test tech stacks related to the role they want to fill.
How much time does the developer have to complete the test?
It depends on our client’s urgency to hire them, but we usually expect them to complete the assessment in a maximum range of three days.
The sooner they finish, the sooner we can send the results to our client.
What’s the minimum score a developer can get to be approved?
It goes from 70-80%, depending on the client’s requirement. We don’t make a decision based only on their score but on their performance.
After the developer finishes the third stage, we review their results during the three categories (soft skills, English fluency, and hard skills) to make a curated selection of the best-qualified candidates for the position.
We then present the developers’ results, scores, and profiles to our client. After reviewing them, the client gets to meet each talent through an interview and make the final decision.
If hiring is too overwhelming for you or if you get too nervous about being able to find a qualified developer, leave the hustle to us!
You can avoid sourcing, vetting, and screening by partnering with GoFasti. We are committed to finding the best-fitting talents for your company according to your needs and requirements.
If you want to know more about our services and how to get help with your vetting process, schedule a call with us: