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.