Demonstration of Experience. ● How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote. We take several steps to check and validate the level of competency of personnel being considered for employment and assignment to the organizations we serve. For example, and as stated previously, when considering candidates for technical positions, our recruiters are able to draw upon a technical library of questions. This library covers most of the major technologies we work with and is reviewed and updated regularly. These scripted questions are broken down by level-of-experience for each role. As part of the initial interview screening, and to assess a candidate’s basic skills and experience, the recruiter will typically begin with the most basic questions of the applicable experience level of the vacant position. For additional technical screening, we ask candidates to also interview with a subject matter expert at our company; one that maintains in-depth knowledge of the particular technology needed for the position. Our goal, with each of these interviews, will be to validate the candidates have or exceed the specific skills and experience needed. These competency screenings are done either face-to-face or via web video sessions, where both the interviewer(s) and the candidate can interact. Depending on the State agency requirements for the position, additional verifications and validations may take place with regard to educational experience, certifications, etc. All of the required validations and verifications will be completed prior to a candidate receiving an offer for employment.
Demonstration of Experience. Demonstration of experience can be broken into two different areas, hard skills and soft skills. Hard skills are evaluated with objective criteria. For instance, if the IT experience you require is to virtualize a server, or configure a router, our technical team will evaluate candidate skill sets in doing these tasks on the targeted technology. If there are shortfalls we will train our employees to develop these skills to meet your timeline. For soft skills, like leading a team, we will rely on both our behavioral interview questions that illustrate leadership in challenging situations. We will also check references and talk with previous employers to get their assessment of a candidate’s soft skill capabilities. Our iterative process will identify and prioritize each of the essential experience criteria needed to succeed at each assigned task. Once we have ascertained a candidate’s experience DS2 will monitor their performance to ensure they remain current and capable in providing you the services you need.
Demonstration of Experience. During the interview process our technical Subject Matter Experts (SME) will Operational Formula
