IT Services has perfected a recruiting talent acquisition process of 31 steps. We have 24 listed here and 7 more that we regard as confidential trade secrets - they assure our success rate of a 98% fill rate within 23 days. We never miss a process step and the proof is in our score card and that success distinguishes us from our competitors.

1. Coordinate the job description.
2. Interview hiring manager for clarification of real needs and KPI’s.
3. Research to locate logical talent pool and competitors.
4. DataMining existing databases and network affiliations for over 10m leads.
5. Source to narrow research results.
6. Recruit using technology tools to bring gainfully employed candidates into the pool.
7. Qualify candidates by initial telephone interviews against the necessary job essentials.
8. KPI’s Key Performance Indicators and Behavioral Interviewing techniques to surface the best qualified candidates.
9. Perform in-depth interviews with potential finalists.
10. Reference check performance with former supervisors and colleagues.
11. Check and verify candidates' credentials.
12. Test, rank and evaluate chosen nominees.
13. Arrange and coordinate interviewing schedule.
14. Prepare and counsel nominees for interviews by spelling out company needs, culture, organizational fit, hiring authority personality, etc.
15. Prepare client for interviews by providing full pre-interview information as well as results of reference and credential checks.
16. Debrief candidates after each interview, answering unanswered questions, etc.
17. Debrief client hiring authority after each interview, assessing strengths, weaknesses, incompatibilities, etc.
18. Assessment with hiring managers on what KPI’s will make each finalist successful performing the job.
19. Participate with company in providing necessary information required for negotiating an acceptable offer.
20. Reconcile any differences with successful candidate to smooth way for offer acceptance.
21. Arrange with realtors, chambers of commerce, relocation consultants, moving companies, etc., to assure that candidate (and spouse) is aware of details in new location.
22. Assist successful candidate in cleanly terminating current position.
23. Work with spouse placement (if necessary).
24. Follow-up after placement to assure new employee integration.