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At
Hi-Tech Solutions, Inc., our passion for excellence starts
with our people. We hire exceptional consultants and staff ,
provide them with the best training available, and give them
an exceptional work environment in which to put their skills
to use. Our combination of diverse, bright and energetic
people - working together in an open, friendly work
atmosphere is one of the major attributes of the
HTS team.
We also encourage and expect all of our staff to work
together as a single team with one common focus—exceptional
client service. Our unwavering commitment to client service
is the foundation of our company's success, and our people
bring enthusiasm and excitement to every single client
project. Our people enjoy their work, each other and our
relationships with the clients we represent.
Let's take a look at our recruiting process... |
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Our
primary business objective is to exceed our clients’
expectations in the timely delivery of quality, approved
technology resources for consultative assignments (whether
staff augmentation, contract to hire, option to hire or
permanent placement). It is our goal to address requirements
and to focus our recruiting efforts on filling a position as
quickly as possible. Upon receipt of a client’s requisition,
we have the proven ability to submit resumes of qualified
candidates within 24 hours. Our ability to respond in 24
hours is made possible by our proactive recruiting style.
HTS takes the time to understand the technical, functional,
and cultural environment of our clients. By directing our
recruiting staff to constantly search for candidates that
fit a client’s profile, we dramatically reduce our
turn-around time by presenting pre-qualified candidates.
This is typically known as pipeline recruiting.
HTS prides itself on our ability to do referral based
recruiting. We also recruit through the Internet, local and
national advertising, telemarketing, job fairs, universities
and technical schools, and our own proprietary database
system. Our offices accept resumes from IT professionals
through our website and we have dedicated sourcing personnel
who search the Internet for resumes of qualified
professionals across the country and abroad. |
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When HTS receives a requirement from the client, it is
entered into our proprietary database. This triggers a
notification that is sent to all HTS recruiters.
HTS technical recruiters use the following process for
sourcing candidates:
A search is conducted among local consultants on our bench
and coming off assignment for the appropriate skills and
availability to provide a match to the open requirement.
Candidates with previous client experience are given
priority.
Next, proactive candidates are considered that fit the
client’s profile.
If we cannot fill the requirement immediately in this
manner, we search for local candidates and referrals with
appropriate qualifications that have recently sent us their
resumes or have recently interviewed with one of our
technical recruiters.
We then search the print media, the Internet and other
sources. If necessary, the search is broadened to use our
national database.
As the recruiting process proceeds, account managers and
technical recruiting staff meet frequently to review the
status of all outstanding requirements and to ensure that
all viable candidates and resources have been fully
reviewed. |
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At
HTS we believe it is necessary to meet each prospective
applicant in person in order to screen our potential
employees effectively and to help with the analysis of the
non-technical aspects of every placement i.e. communication
and interpersonal skills. An extensive one-on-one interview
between the applicant and our operations personnel
identifies the skills, qualifications, personal attributes
and career and ambitions of each applicant. The interview
also gives us the opportunity to create the
employer-employee relationship that is so vital to providing
you with satisfied productive workers. |
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Once identified, each applicant is subjected to a variety of
examinations using technical screening tools and phone
screens. The internet based testing tools measure technical
proficiency, comprehension and skill levels of a variety of
technologies in over 100 categories. To qualify for
submittal, candidates must score within the 80th percentile
or better. HTS currently uses a variety of testing tools
including TeckChek, ProveIT, Brainbench and various in-house
written examinations. TeckChek and ProveIT have been
utilized as a requirement at several of our current vendors.
The HTS Account Manager will personally screen each and
every candidate prior to submittal. When possible, we will
also utilize SME's – subject matter experts – we know who
are proven experts in their field. HTS has amassed a pool of
SME’s who can do technical interviews with candidates on a
variety of technologies. |
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Each HTS applicant must submit at least one personal and two
professional references. At least one stellar supervisory
reference must be completed before submission to any Client.
With the Beeline system at Discover, we have sped up the
process a bit by entering reference information – contact
name, phone number etc immediately upon leaving them a
message and returning to the system to enter the results
then approving for submission to client. Based on other
glowing results – i.e. perhaps they have worked for us
before or aced a technical test – we may seek permission to
OK a submission through the Beeline system and add the
details of the references comments as soon as they get back
to us.
Timing is of the essence. Quality is essential.
Candidates, who possess certifications, are required to
submit certificates of achievement. HTS requests input from
former employers regarding rehiring ability, details of job
functions, performance, and soft skills.
Additionally, HTS conducts in-depth background checks
through Casebreakers. Reference checks and
background checks are collected and saved in the candidate’s
permanent file.
Our in-house staffing software tracks candidate work history
and resume presentation history. This information is used to
help track candidates that have done exceptionally well on
assignments.
Our goal is to consistently exceed our client’s
expectations. We want to make the right match of skills and
personality, ensuring that our consultants met your
expectations. The quality of service and quality of work our
consultants provide are our number one priority. |
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HTS
has found that frequent and honest communications is a key
factor to achieving excellent performance results. HTS
Account Managers always do a first week review – double
checking with both the consultant and the client that all is
going well. Each consultant is henceforth
given an annual evaluation and career development
assistance. Our Consultant Relations Manager (CRM) can
conduct a Consultant Satisfaction Survey with the
appropriate client manager after 1 month, 6 months, and 12
months of employment, and thereafter, every 6 months until
the end of the project. Under VMS guidelines – we adhere to
the review/evaluation process as directed by the Client. |
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Consultant and Client continued follow-up begins with your
CRM program. |
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next page |
Your CRM Program |
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