Dome, part of our HR team, shares insights into his role and the recruitment process. With a teaching background, he explains his motivation for a career in Human Resources and the growing importance of talent acquisition in IT. He discusses finding the right talent and emphasizes the need for a good match with ATA IT’s culture and values. To pursue a career at ATA IT, Dome advises exploring the company’s online presence and reaching out for inquiries.
Could you introduce yourself and explain your role at ATA IT?
My name is Dome, and I work in the ATA IT human resources department. As a TA Specialist my job requires me to study the company’s goals and align them with the aspirations of the candidates to find the best people for each team, along with ensuring each employees well-being are being met while working with ATA-IT.
What motivated you to pursue a career in Human Resources?
Prior to being an HR, I was working on the academic side as a teacher. There I was able to interact with people of different ages, nationalities, and backgrounds. It was a valuable opportunity to witness and contribute to the growth of each student, as well as cooperating with different departments to ensure the environment and quality are up to standard. It was these environments that sparked an interest to pursue more opportunities related to people skills.
Can you explain how you approach finding the right talent for ATA IT?
Sure. As the demand in tech rises, so does the need for the driving forces behind it. Fortunately for us, ATA-IT is extremely well equipped when it comes to recruitment/sourcing tools. In this era, reaching out to talents has never been easier. However, the challenge lies in assessing each candidate’s career goals, and maintaining relationships with talents throughout the industry.
How do you ensure a good match between candidates and ATA IT’s culture and values?
It would be different for each candidate and team. However, I believe assessing 3 key points can ensure the good fit for both parties.
1. Clearly define the company’s culture, values, and work environment. This includes aspects like the company’s mission, vision, working style, and even tools and hardware. Based on how the conservation goes, this can create a decent understanding for both parties whether it’s worth the move.
2. Clearly define the job requirements and expectations: Create a detailed job description that clearly outlines the skills, qualifications, and responsibilities required for the role. This can help you attract candidates who possess the necessary skills or are growing their expertise in a similar direction.
3. Asking behavioral and situational questions to understand how candidates react in challenges, collaborations, and navigate through different environments, as well as getting a good understanding of the candidates’ career direction, goals, aspirations, and past experiences.
What advice would you give to someone interested in pursuing a career at ATA IT?
I would recommend checking out our social media accounts and company website to confirm whether our activities and office environment are a good fit for you. If there are any specific topics about the company you’d like to know, it’s possible to also reach out to us to discuss your inquiry in detail.
