With COVID-19 pandemic, working remotely has become a new norm and a skill that everyone has mastered to a certain extent. Being able to work from home has broadened the possibilities of candidates looking for jobs. Before, they were mainly focused on the local market, and now skillful candidates can consider offers across Russia and beyond. Оn the one hand, it leads to higher competition between employers for each candidate in the local market. And on the other hand, the candidate market has become significantly larger for those companies who are ready to hire remotely. When hiring in the local market only, our possibilities are quite limited, but with an extended search area, we are capable of reaching the most qualified candidates.

Each candidate is tested for technical knowledge during an interview with the Team Lead who prepares questions about the specifics of his/her background. We do our homework on each candidate and come to the interview with prepared questions and cases, ready to go deeper into each particular set of knowledge and experiences. It's not just the candidates' technical skills that we evaluate, but also their soft skills and culture fit. We use various evaluation techniques as well as a case-based approach and projective questions. It is of critical importance that the candidates share our values, so we take the time to question them on their previous experiences working in a team, as well as their perspectives on continuous improvement and customer-oriented mindset.

After the right people are hired, it is time to integrate them into our processes and corporate practices. Onboarding is the process of helping new hires adjust to the social and performance aspects of their new jobs quickly and smoothly. It is the way for new employees to acquire essential skills, knowledge, and abilities, get fit within an organizational culture and become a reliable team player.

We believe that adaptation is a crucial period for every newcomer and choosing the right approach leads to maximum efficiency at work. Adapting new hires and integrating them into the team is a joint work of HR and Team Lead. With remote employees, this process becomes even more important.

We want our remote employees to feel like a part of the team, so we integrate them into all internal communication processes. New people spend the first two weeks of onboarding in our Tomsk office. This way, they can easily adapt to our processes. Besides, in-person contact is always better for teamwork.

We take care of the plane tickets and accommodation. Later on, remote employees may travel to Tomsk for occasional business trips. Some projects also require trips to the Netherlands for two weeks per year.

Per­for­mance man­age­ment is the process of improv­ing employee per­for­mance by set­ting indi­vid­ual and team goals which are aligned to the strate­gic goals of the organ­i­sa­tion. It is the process where we review­ and assess­ progress, devel­op­ the knowl­edge, skills, and abil­i­ties of peo­ple. Performance management is the big contributor to organizational effectiveness.

Performance review is a formal assessment in which a manager evaluates an employee's work, identifies strengths and weaknesses, offers feedback, and sets goals for the future. Performance management is the big contributor to ENBISYS organizational effectiveness.

Thus, this system helps us to clearly identify job responsibilities, mutual expectations, and a transparent plan of personal development. That leads to employee's motivation increase and engagement at work. So we have manageable growth of people, teams and company, become more productive and our customers are satisfied.

360-degree feedback is an assessment of the most important competencies and characteristics in an employee's work by receiving feedback on his work from himself (self-assessment), his manager, colleagues, subordinates and clients.

Individual Development Plan is a tool that helps an employee to systematically and purposefully develop the necessary skills and qualities. It describes development goals and specific actions to achieve the set goals.

We conduct a Performance Review every half a year for each employee. Based on our experience, 6 months is the best period of time to master new competence or technology and stay up-to-date.

Two weeks before the performance review HR announces its launch. We gather 360-degree feedback from the workmates. Everyone who should evaluate gets access to our certification program where it's easy to answer questions, give feedback and evaluate competencies.

HR-processes at ENBISYS are designed to create a positive experience for all employees. Next to Onboarding and Performance Management System, we have quarterly Health Checks to assess the employees' resourceful state and track their professional development both from personal and team perspective to boost the Company's efficiency.

We pay very close attention to the comfortable work environment providing team players with all the equipment they need in the office. The same policy applies to our employees' home offices, where they can get the equipment and even furniture to make their work comfortable and productive.

The sense of belonging is important too, so all remote developers get the same amount of merchandise and corporate presents. They also participate in all corporate activities both online and in-person. We make sure they get the same experience as any regular in-house employee.

What do we get in return? If we do not stick to our geographic location and extend the search area to other cities and countries, we do not get to pick from whatever candidates are available locally. We are capable of hand-picking the most qualified engineers with exactly the right skill sets, who match the Client's expectations on both the hard and the soft skills. As the result we get:

We are especially proud of the fact that our Clients highly estimate our HR expertise and they take on our experience as the basis for their own performance management and HR practices. If you are interested in learning more about how our business processes work, we'd be happy to help.