Screening Methodology. The first step in our interview methodology is short-listing of qualified resumes by Technical Recruiters. At this stage, the Technical Recruiters conduct first level Technical Screening by juxtaposing a Job Description with our exhaustive Question Bank. The Powersolv proprietary Question Bank includes thousands of questions across technologies, skill-set and domains. It is also the duty of a Technical Recruiter to verify the contents of a resume for authenticity by conducting reference checks and a thorough HR evaluation by virtue of an interview. Following this, a Resourcing Manager conducts resume and candidate assessment. Depending on the skill-set and level of experience, he calls upon the Technical Screening Experts to conduct a thorough Technical Interview of the candidates in line with our understanding of a client requirement. Once a candidate is cleared by the Technical Screening Experts, the Resourcing Manager conducts a final round of discussion with the candidate before forwarding his resume to the Account Manager. The Account Manager then conducts his own assessment of the candidate’s fitment vis-à-vis a client requirement - taking into consideration the feedback (which is documented in prescribed formats – at all levels) he receives from the Technical Recruiter, Resourcing Manager, and the Technical Screening Expert. It is only once the Account Manager is completely satisfied with a resume that it is presented to the client Employment Standards: We emphasize that our consultants both on-site and off-site follow best practices and ethical conduct. We ensure that our consultants understand and abide by the below listed employment standards while performing their duties with our clients. • Conduct the client’s business with honesty and integrity and in a professional manner that protects the client’s good public image and reputation. • Not to participate in any form of discrimination, whether due to race, color, national origin, ancestry, sex, sexual orientation, gender/sexual identity or expression, marital status, creed, religion, age, disability, veteran's status, or political ideology. • Take reasonable precautions to prevent unauthorized access to passwords, user identifications, or other information that may be used to access information systems. • Limit access to information contained in or obtained from the systems to only authorized people. • Diligently protect all confidential information from unauthorized disclosure. • Not share, rec...
Screening Methodology. Sourcing • Our recruiting system with over 10,000 qualified candidates in database. Highly skilled in searching and utilizing candidate database. Ongoing effort to keep database current built on trust and relationship building efforts between recruiters and candidates. • Highly effective posting and/or database searching including CareerBuilder, Dice, ZipRecruiter, LinkedIn and Monster for candidates who are actively seeking opportunities. • To reach passive candidates there are several methods utilized including actively seeking referrals, LinkedIn, as well as over 130 social media sites. • Current push for social aggregator tools to pull in “millennium” candidates who are key to the Cyber Security effort; utilizing Twitter, Facebook, LinkedIn and other social media sites which capture candidate’s communications during the course of normal internet activity. These are typically candidates who are not seeking opportunities but utilizing these tools, we are able to capture their contact information for sourcing. • Additional tools include direct sourcing, employee referrals (accompanied by an employee referral bonus program), professional organization meetings/events, job fairs and recruiting agencies
