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RESOURCE DELIVERY MODEL
RECRUITMENT
PROCESS
- Understand our Client’s organization and its
history, culture, management and a general scope of
the assignment and also we also like to do a NEED
Analysis with our client for the next quarter to
develop a pipeline of RIGHT FIT candidates for the
upcoming assignments.
- Analyze in detail the clients’ needs or write out
a detailed position description with the cooperation
of the client and our firm.
- Ask for details such as Location, Duration,
Budget, whether it is a Contract or Permanent or
Contract to Hire and other details as necessary.
- Search our Database, Collaborate with our Vendors,
Access Internet websites, Advertise if required to see
exact match.
- Shortlist Profiles based on Search efforts,
Interview Candidates to Qualify them based on
- Availability, Level of Interest and Personal
Attributes essential for a Good Fit.
- Communication skill, Attitude, Listening ability.
- Technical competence- Telephone Interview,
Online Tests (if required).
- Check Credentials
- Certifications.
- Educational Qualifications.
- Work history-Client/Duration/Contribution.
- Reference Checks.
- Complete Compensation Package negotiations.
- Complete the Exclusive ‘right to represent the
candidate’ agreement.
- Format Resume as per clients’ needs or in Staffing
Tree Format. The formatted resume will show:
- Full Name as in Passport.
- Summary of Work Experience.
- Educational Qualification.
- Certifications.
- Technical skills summary.
- Project details in a chronological order
starting from latest.
- Project details will include
- Client Name, Location, Duration.
- Project Name.
- Role.
- Brief Description of project.
- Responsibilities.
- Technical Environment.
- Submit Resume to Client with suitable
recommendations.
- Arrange and coordinate interviewing schedule
between Candidates and our Clients.
- Educate Candidates on Client culture,
organizational fit, hiring authority personality, etc.
- Prepare Client for interviews by providing full
pre-interview information as well as results of
reference, credential, functional and personality
checks.
- Debrief Candidates after each interview, answering
unanswered questions, etc.
- Debrief Client hiring authority after each
interview, assessing strengths, weaknesses, concerns,
etc.
- Coordinate with hiring manager on possible offers
to be made and set the stage for acceptance.
- Complete Background and drug tests.
- Enable relocation to Client’s place.
- Follow up to assure new consultant integration
with the project team.
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