The third edition of the Young Potentials Program was met with overwhelming enthusiasm, attracting over 320 applications during three-weeks time. From this pool of candidates we decided to hire 2 Young Potentials.
“For this edition, we decided to take a new approach, implementing a more structured multi-step process to help identify the most promising talent. We posted announcements on just two portals (pracuj.pl & justjjoinit) and within a week, we had received 120 CVs. I was already beginning to worry about how I would review them all.”
Is every recruitment process so rigorous?
The internship selection was indeed demanding while other recruitment processes are also rigorous, they don’t involve as many steps.
While we typically focus on assessing technical expertise during recruitment, in this recruitment process soft skills were equally important as technical ones. We aim to have as many of these outstanding individuals in our company as possible.
A multi-step approach in recruitment helps us conclude the hiring process more easily.
Each CV was carefully reviewed, and the top 80 candidates were sent a detailed survey to assess their knowledge of various technologies.
From this group, we shortlisted 6 exceptional candidates for interviews, ultimately selecting the two most outstanding individuals.
Our multi-step selection process was carefully crafted to be comprehensive focusing on various key aspects:
1st step: CV review: In the initial stage, we paid close attention to the presentation and detail in each CV, recognizing that this reflects a candidate’s professionalism and attention to detail. English language skills were essential to ensure effective communication in the future within the team. Additionally, we prioritized candidates who were studying or had completed STEM degrees, demonstrating their foundational knowledge in relevant fields.
2nd step: survey: Candidates completed a detailed survey about their familiarity with specific technologies. This was critical in assessing their current knowledge and eagerness to learn more about technology
3rd step: interview: During the interview stage, we focused on evaluating practical skills, the candidate’s approach to testing, and their understanding of basic programming concepts and practices. We discussed their previous projects and the technologies they had used, which gave an insight into their practical experience. Questions relating to code testing and key programming concepts helped us to assess their ability to write robust and well-tested code.
We were looking for candidates who were not only open to learning and committed to their education but also who viewed their studies as a meaningful contribution to their lives. We valued individuals who demonstrated strong communication, teamwork and problem-solving skills, and who would seek innovative solutions rather than follow established paths.
Though our internship is based in Poznań, we welcomed candidates from other cities willing to relocate. This openness allowed us to hire one individual from Częstochowa and another from Poznań. Our selection criteria included candidates aged between 19 and 26, successfully recruiting individuals aged 20 and 24.
Through this extensive and rigorous selection process, we identified and hired two exceptional candidates from a pool of 320 applicants. With our commitment to finding the very best talent, we have set a high standard for future editions of the Young Potentials Program.
„It was a great pleasure to discover new IT talents! I believe that every company should support young professionals, help them grow and kick-start their careers. It’s a mission we’re passionate about and I’m excited that we have this internship program to make it happen.”
Claudia Sójka
IT Recruitment Specialist at Macrix
2 succesfull placements
over 320 applications
multi-step selections process
