Agile Consultants’ Post

Agile Consultants: How We Connect Talent with Opportunity Welcome to Agile Consultants! We are dedicated to matching the right candidates with employers without charging job seekers at any stage of the recruitment process. Our service is supported by our clients. Here’s how we work: 1. Understanding Client Needs: We gather job details from our clients. 2. Spreading the Word: We advertise openings on our website, Facebook, LinkedIn, and other platforms. We never charge job seekers before, during, or after placement. 3. Application Invitation: Apply directly through our website at www.agileconsultants.ae. 4. Reviewing Applications: Our team carefully evaluates each application. 5. Candidate Shortlisting: Suitable candidates are shortlisted and contacted for an initial interview. 6. Client Presentation: Selected profiles are sent to clients for consideration. 7. Further Interviews: Chosen candidates are invited for direct interviews with clients. 8. Job Offer: Successful candidates receive a job offer from the client. 9. Final Steps: We assist you through the joining process once an offer is accepted. Please apply only for roles that match your skills and experience to increase your chances of being shortlisted.

How is the hiring process at Agile Consultants? At Agile Consultants, we prioritize bringing together the right candidates and employers without charging any fees to our job seekers at any stage of the recruitment process. This commitment is made possible through the support of our clients. Here's how we work: 1. Understanding Client Needs: We start by receiving job details from our clients. 2. Spreading the Word: Next, we share these job openings on various online platforms such as our website, Facebook, LinkedIn, and other job portals. 3. Application Invitation: Candidates interested in these roles are encouraged to apply directly through our website (www.agileconsultants.ae). 4. Reviewing Applications: Our dedicated team meticulously reviews each application to identify candidates who best match the client's requirements. 5. Candidate Shortlisting: If your application stands out for a particular role, we'll include you in our shortlist and reach out for an initial interview, either by phone or in person. 6. Client Presentation: Upon shortlisting, we present the selected candidate profiles to our clients for their consideration. 7. Further Interviews: Candidates selected by the client are then invited for direct interviews with them. 8. Job Offer: Successful candidates will receive a formal job offer from the client. 9. Final Steps: Once a job offer is accepted, our team at Agile Consultants will guide you through the joining process. Please remember, it is important to apply only for roles that closely match your skills and experience. Our team works hard to review a large number of applications, and applying for roles that are not a good fit might lessen your chances of being shortlisted.

Agile Transformations and Hiring Solutions are the same 🥴 Hold up…lemme cook 👨🏽🍳 As a coach or transformation consultant, it’s key that you enter any new engagement by listening and probing into the issues that your client are facing 👂🏾 * Where are they in their journey? * What are they trying to achieve? * What are key considerations/obstacles preventing these changes? From understanding the problem statement, you can set out a hypothesis/solution and then continue to implement/iterate and adapt with constant feedback from the client in order to move towards/achieve the goal 🎯 Believe it or not…the approach of a great recruiter mirrors this process exactly 👌🏾 What we’re trying to achieve is different of course, but fundamentally the approaches as the same…maybe this is why I am so passionate about Agile. As so many aspects of it mirror my own day to day 🤓 Let me know your thoughts below…kept it short above, but what other key steps are there to a great hiring solution or agile transformation? 💭 #Agile #Recruitment #Hiring #Transformation #Iterate #Solution

It's been quite a while since our last post, so you might be wondering what's been happening at ScrumMatch. So, here's an update: 1. We've been very busy in 2024 adding new clients. Our hard work has paid off and we have added both local and global companies to our roster. 2. We spent a lot of time reviewing the candidates. Many of our candidates said that it was the first time in their professional careers that they had received meaningful feedback that helped them understand where they stood and how they could grow their skills as Scrum Masters and Product Owners. Each review was certainly a great experience for us and allowed us to refine our approach. 3. We are currently updating our platform. In the coming weeks we will be migrating all profiles to a new platform that will make it easier to create, maintain and match profiles. 4. We are changing the way we review candidates: Previously, we reviewed each submitted profile and invited all candidates whose profile passed our initial evaluation for a review. While this gave us a lot of review experience (more than 1,000 since we launched), it took up too much of our small team's time. So from now on we will only look at profiles and invite candidates to review if we have an employer offering a job in one of the regions the candidate is looking for. For example: An employer in Paris, France is looking for Scrum Masters and Product Owners. We will then look at all candidate profiles looking for jobs in Paris and invite candidates for a review whose profile passes our initial evaluation. #scrummaster #productowner #hr #hiring #recruiting

100 or more applicants for 1 open Scrum Master position. This is in fact what we are currently hearing from many companies: "At the moment we are receiving more than 100 applications for open Scrum Master positions. Often within a few hours." Now we ask ourselves: How do these companies filter out the exciting candidates with a really good understanding of Scrum? What do they look for when reading the application and CV? Who is invited to the interview and why? What questions are asked of the applicant in the interview and how are the answers evaluated? At ScrumMatch we have Scrum experts with over 15 years of experience. They personally evaluate every application from a Scrum Master who wants to be listed on our recruiting platform. They conduct tests, interviews and case studies with each candidate and match you with the Scrum Masters who have the right Scrum maturity for your company. The focus is on using Scrum only as a means to an end to maximize your business value. 🔎 When we assess the maturity level of a Scrum Master, we pay attention to the following points: - the understanding of Scrum and the ability to communicate Scrum  - the practical Scrum experience  - the experience of improving the application of Scrum  - the experience of optimizing the product through Scrum - the experience of optimizing the product value stream through Scrum - the experience of optimizing the entire organization through Scrum This way you can find your perfect ScrumMatch (😉) that meets your expectations and will help you achieve your goals. 🚨 Sign up for ScrumMatch today and together we'll find the right candidate for you (link in the comments). If you have any questions, you can also contact our Customer Success Manager Kristin Zwicker directly or leave a comment below this post. #ScrumMaster #Application #Recruiting

Sevens Keys to in Implementing Agile Leadership in Recruiting People are always asking us for ways to implement agile leadership practices in HR. Based upon our experiences, we have come up with the following suggestions: 1. Define Clear Goals - Start by clearly defining the roles and competencies needed to help create specific and targeted job descriptions. 2. Collaborative Hiring - Involve team members from different levels and stages in the recruitment process to ensure diverse perspectives and enhanced decision-making. 3. Iterative Process - Break down the hiring process into smaller, manageable stages. After each stage, gather feedback from candidates and team members to improve the next steps. 4. Use Data Effectively - Collect and analyze data on recruitment metrics like time-to-hire, quality of hire, and candidate satisfaction to make informed decisions. 5. Flexible Strategies - Be open to adjusting strategies based on feedback and changing needs. This might include changing sourcing strategies, interview questions, or assessment methods. 6. Empower Candidates - Treat candidates as partners in the process. Provide them with clear expectations, regular updates, and constructive feedback. 7. Continuous Improvement - Regularly review the recruitment process to identify areas for improvement. Implement changes swiftly to enhance efficiency and effectiveness. By integrating these agile leadership principles, recruitment can become a more dynamic, responsive, and candidate-focused process. Let us know if you would you add, delete or change anything in this list? Learn more at https://lnkd.in/dxTPb9av

Recruiters, here are 3 reasons why you should look for your next Scrum Master on ScrumMatch: 1️⃣ You save time and money by using our recruiting platform to search specifically for qualified Scrum Masters instead of going through long and complex application processes. 2️⃣ Our recruiting platform connects Scrum Masters with companies that want to develop better products faster. 3️⃣ Especially in fast-growing companies or when scaling teams, ScrumMatch can help speed up the recruitment process and find qualified Scrum Masters who meet the requirements. See for yourself and test ScrumMatch - write a comment with "Access". ⬇️ #Recruiting #ProductOwner #HR