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METHODOLOGY |
The
Account Manager will secure from our customer a contract or
full-time staffing requirement. The Account Manager must generate a
resource request or Job Order Form. This requirement must be as
detailed as possible to allow the Technical Recruiter to Source an
appropriate Candidate. The recruiter should then source the existing
candidate database to find suitable matches for the Job Order. If no
suitable resources exist already, or if additional candidates might
be necessary, external-recruiting sources should be utilized.
Referrals from existing staff or from clients should be given
priority in this process.
As resumes are received, the recruiter should narrow down the field
of candidates to the candidates that most closely fit the position
requirements. The recruiter will set up interview times that can be
attended by the Account Manager if they want to be included and
someone from our technical staff with the expertise to evaluate the
capabilities of the candidate. The Account Manager and Recruiter
must be keenly aware of what cultural, environmental, and or
physical atmosphere might be encountered at the client site.
Should the interview result with the candidate meeting the technical
and personal requirements of the customer, the technical recruiter
will then present the qualified candidates resumes to the customers
recruiter for evaluation and interview setup. Note: If there is a
question about the candidate meeting the customers requirements, the
Account Manager should review the resume before submission to the
customer.
The recruiter will keep in touch with the customers recruiter for
feedback and interview setup. The recruiter must prepare the
candidate for appropriate interviewing etiquette. For instance,
appropriate dress, be prepared with technical information, must not
discuss money with the client and so on. If at all possible the
Account Manager should meet the candidate at the client site and
present that candidate to the hiring authority for the interview.
Ideally it is encouraged that if at all possible the Account Manager
sit-in during the interview process to facilitate as well as deal
with any issues that might arise during the interview process.
The recruiter is responsible for follow-up after the interview
process with the customers recruiter. Simultaneously the recruiter
should follow up with the candidate to get his/her impressions
regarding how the interview process went and their interest in the
assignment. The recruiter will keep the Account Manager and
candidate informed as to progress. The Account Manager should also
contact the hiring project manager for his/her thoughts on the
candidate.
If the candidate is accepted by the customer, our recruiter will
meet with the candidate for final paper work completion and
instructions on how to represent (conduct and professionalism)
Intelligent Technology Solutions, Inc. while on the customers site. The
recruiter and technical representative will also discuss the project
scope, dress code, contact phone numbers, time reporting with
associated forms and supervision.
The Account Manager should meet the candidate at the client site on
the project start date to insure the project starts as scheduled and
without any unforeseen problems.
The Account Manager should visit the candidate at the job site on a
regular basis. It allows for the monitoring of the candidate.
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