Our staffing team reviews the requirements, KPA’s and success metrics of the position.
Based on the requirements and the quality metrics, our recruiters follow a 5 step search process to identify candidates:
1. Broadcast our needs in a confidential manner through our social networks and if need be job boards with postings
2. Search our internal CCRM system for any consultants that we have currently placed that match the requirements and are coming available within the desired time frame.
3. Look to our current employees, consultants, clients for referrals
4. Search our internal CCRM system for active and inactive job seekers that we have pre-screened for future needs
5. Search career web sites such as Monster, Naukri, etc., for other new candidates
6. Contact Sub-vendors that have consultants with the specific expertise our clients need in the case of niche skill sets
Once candidates have been identified they are put through a rigorous testing and screening process that includes:
1. If we have worked with them in the past, we review performance feedbacks that have been captured in our CCRM system to evaluate fit.
2. Personal interviews are conducted by our recruiters and members of our internal solutions organization for evaluation of soft skills and technical skills as well as fit with the key success criteria identified by the account management team for the specific requirement.
3. Employment Eligibility Verification.
4. Background checks
5. Reference Checks
Once candidates have been identified for a position and prior to a submittal a Sr. associate from our consulting team will review the candidate as a final quality check to ensure we have a ‘precise’ fit.
Embedded in our Precise Placement Process (P³) ™ are steps to ensure our staffing quality. Our quality program is based on a simple tenant: To measure the quality of our process is to measure the output of the process for conformity to the customer’s requirements and in order to drive quality we need to define what quality is for each client/position. Our Precise Placement Process (P³) ™ allows us to capture the customer requirements and measure and monitor our compliance. The following are the key steps in our process that enforce our commitment to quality:
1. Define: Our Account Executive interacts with the designated client contacts to define expectations and quality metrics. We capture expectations around the following key areas that we believe promotes high performance on the job: Knowledge, skills and abilities Attitudes and motivation Cultural fit both with the organization and its customers
2. Measure: Our internal CCRM (Customer and Candidate Relationship Management) system captures and reports on the number of requisitions we receive, respond to, number of requirements successfully filled, number of requirements not filled & reasons and the number of submittals rejected along with specific reasons.
3. Close the Feedback Loop: We continually measure our candidate’s performance at our clients through surveys and routine performance feedback directly with the designated client personnel and the consultants once engaged. Our Account Executive is responsible for this process. All feedback on candidate’s performance is captured at 4 critical points (1 week after start, 1 month after start, 45 days from contract expiration to determine extension/no extension, exit interview) and tracked in our internal database. Our organization’s structure and internal processes are designed and continually optimized to ensure that each of our services leverages the strengths of the other to ultimately deliver the highest level of service efficiency. We ensure there is no compromise on the quality or level of service we deliver so that our clients can continue to focus on their core business. In addition, we would like to point out that at Epstom, recruiting is an always ongoing activity regardless of open requirements. We take a very proactive approach to recruiting every day. Our strengths on the execution side and our offerings on the consulting side give us good insight into the different potential projects organizations are tackling on a routine basis. With this insight we can proactively seek out for candidates in key areas either from career boards, other consultants we come in contact with on our consulting engagements or through consultant referrals. We pre-screen and qualify them, get them into our CCRM system and start developing a relationship with them for a potential future need at our clients so that we can turn around on our client needs quickly. Please let us know if we can partner with you in servicing your manpower requirements.