All that you really need to know about getting a job at GOIGI

Do you want to know what unique recruitment practice we follow to hire the best available talents? Sure you do! Ok, so without wasting any further time, let us take you through the process of recruiting techies – the most important asset of our company.

Our specializations

To understand the process, you need to know the areas on which we work. They are:

  • Website design
  • UI design, logo and graphics design
  • Website development
  • Ecommerce development
  • Mobile application development
  • Digital marketing, and that includes SEO, SMO, SMM and other key components
  • Content writing, copy writing

What else?

The list is not exhaustive, but enough to give a head-start. As you can see, we cover a lot of ground and we need a diverse team to meet the entire requirement. Besides, there are other teams as well for marketing, operations management, human resource management, computer networking specialists and accountants. Together, we form a team that rocks.

What’s in this blog?

Also, in this blog post you are about to read the reason behind our low attrition rate. We are proud to declare that we have the lowest attrition rate among the ITES companies in this region, something that we have achieved mainly due to our employee friendly policies. So, without any further delay, let us show you how exactly we recruit our people.

A general tactic

As a general rule, we recruit people with experience only. We do this mainly because we want to provide top-notch service to our customers and we want our people to be accountable for the projects assigned to them. With experienced professionals, it is easy for us to increase the productivity of our team, because they are matured and adds value to the processes.

Why the ‘No fresher’ board?

Also, we have adopted the strategy of cutting our expenses in training fresh candidates, mainly because we cannot afford that luxury to keep someone on our payroll who is not productive right from the start. It’s an honest confession but then, we are really honest people. No hard feelings, fellas! When we will be strong enough to accommodate fresh candidates, we will surely do so.

Who is/are exempted?

However, there is an exception to this rule. If any candidate, straight of their college, displays very high levels of competence or can prove that he/she has undergone professional level training programs in his/her chosen domain or have done an internship, we might consider them on a case to case basis.

The safety measure

But we keep them on probation in the initial days, because you know, it’s really hard to keep a tab on the real intentions of really smart people when they are so young and often, fickle-minded too, regarding the choices they make. This is a key policy from our end for keeping the attrition rate low.

The short-listing procedure

The areas that need coding skills are web design, development, UI design, ecommerce development, app development and SEO, to some extent. We have very experienced and competent people in each of these departments and we have entrusted the responsibility of interviewing suitable candidates. We screen CVs based on intelligent algorithms to match the key skills of a candidate with that of our specific requirements.

The different stages

It’s a good approach – a techie to a techie, no bullshit, no loose ends! Usually, the process consists of four levels – written aptitude test, hands-on coding test, vis-a-vis technical interview and finally the HR interview. This is the general format for almost all technical roles. One thing we must mention – we don’t take anyone’s word for granted.

Skills we value

If a candidate claims that he/she has skills in PHP, WordPress, Zoomla, Magento, HTML 5, CSS 3, Adobe Creative Suite, SEO or anything else, we will put him under rigorous tests and if necessary, let him/contribute to live projects in order to gauze the difference he/she can make. Historically, we are a web design company with recent focus on low cost web development solutions. Therefore, we also seek two qualities in the candidates – an artistic eye and a keen business sense. When we are satisfied, we offer the candidate extremely attractive compensation which is sometimes above the industry standards for exceptionally brilliant candidates.