Recruiting Strategy
Redlaser Team approach to the recruitment and placement of consultants goes beyond that of traditional firms. Rather than just amass a repository of faceless resumes, our intent is to establish and maintain a “live network” consisting of the best and brightest IT professionals available. Our goal is to provide the highest level of client satisfaction possible with the realization of the impact our services have on your business.
Recruiting power is having the size and reach to recruit in virtually every corner of the world. With operations throughout North America, Redlaser Team draws from perhaps the world’s largest IT professional databases with one million candidates. Using the latest technologies to meet client demands for IT resources is another key characteristic of recruiting power. Each Redlaser Team partner office is equipped with sophisticated candidate search and skill matching software and takes full advantage of the Internet making sure we find the most qualified IT professionals so our clients get the very best.
Recruiting power is also the ability to attract and employ quality professionals. Redlaser Team power is displayed in our impressive package of best-in-class benefits, training programs, career advancement, a preferred client list, and exciting and challenging assignments.
Finally, recruiting power means having the largest, best-trained professional recruiting team. Each day, Trained Redlaser Team recruiters commit themselves to meeting client needs for IT skills. So while the market for IT talent may be challenging, Redlaser Team has the resources, technology, and people to ensure success.
Redlaser Team Presence
Our Redlaser Team has offices in Virginia and Mississippi; this office currently has 57 partners across North America on assignment and has a dedicated account manager, Adrian Jones, assigned to work solely on DOD initiatives. Adrian is supported by a staff of recruiters and 4 senior technical (Sr. Program / Project Manager’s) consultants already indentified. In addition, our Jackson office can easily draw on the strengths of our other partner offices in region for additional support, bringing our total recruiting staff in the region to approximately 20 professionals serving DOD.
Thorough Screening
All available candidates that fit the details of the requirement are assessed for technical skills and aptitudes. Our ability to assess a wide range of technical skills and proficiency is unparalleled in the industry. We engage our most senior technical consultants to provide expertise during this phase of interviewing. Matching the right technical interviewer with the appropriate candidate is critical. It is not uncommon for us to have a candidate with a senior consultant who is already engaged by the client, which maximizes our ability to identify the best candidate. In addition, the recruiter evaluates non-technical skills and the candidate’s commitment to pursuing a particular opportunity. On average, a recruiter screens 56 candidates to hire one consultant.
The recruiter forwards the candidate(s) to the appropriate account manager who screens the candidate based on specific knowledge of the client’s need and the project. The account manager is familiar with the client goals and environment and can assess the candidates’ customer service aptitude, professionalism, and personality fit. We check no fewer than three professional references for each consultant we hire and references must include the consultant’s most recent supervisor.
At this point, the remaining candidates are best qualified for your company and their resumes are delivered to the hiring manager.
The Redlaser Team process in summary (following the receipt of a request):
- Confirm request with the hiring manager
- Communicate with existing employees that might fit into our plan (Refer to Communication plan)
- Enter requirement into our resource database
- Review available resources that are currently on staff and candidate hot list
- Search local resource database
- Search national resource database (1 million resumes) Internet – active & passive sourcing
- Advertise (newspapers, periodicals, Internet, web page)
- Qualify potential candidates (already completed for current staff and proactive candidates)
- Screen candidates: phone interview and personal interview
- Perform reference checks: check two supervisor/manager references
- Begin background checks and drug test (if required)
- Conduct technical interview with a Redlaser Team staff consultant
- Perform automated testing (Internal Screening)
- Confirm the candidate’s availability and compensation
- Submit candidates to the hiring manager
Direct Hire (Redlaser Team Direct)
Redlaser Team Direct is dedicated to recruiting IT professionals for direct hire. By specializing in permanent placement, this practice offers the benefit of having a trained team of recruiters who focus solely on providing the best professionals structured around each client’s specific hiring and employment policies.
The practice works as follows:
- The Account Manager will receive a placement request from the client. The request will then be assessed by one of the Direct Hire Practice Managers and assigned to Recruiter.
- Direct Hire Recruiters will qualify candidates and interview each in person, if possible. Softcopy qualification sheets and resumes will then be forwarded to the Account Manager via email.
- Account Manager will coordinate interviews and collaborate with Recruiters to review candidates.
- Recruiters will check references and document the results for the Account Manager.
- Other steps may take place according to the individual policies of the client. These may include things such as drug tests, technical skill assessments, criminal background checks, etc.
- The Account Manager will meet candidates and present to client at their discretion.
- The Account Manager will deliver an offer and secure a start date.
Some examples of these are:
- Professionals specializing in Infrastructure/ Applications area.
- Systems Administrators in both NT and the UNIX variants.
- Web Developers and developers using Java, .Net, Oracle etc.
- High Level Network Engineers (TCP/IP and router)
- Project and Program Managers / Project managers
- Quality Assurance Testers and Managers
Technical Skills Testing
As discussed previously, candidates will undergo a technical evaluation to determine their skill level and if they meet the needs of the client. Upon completing the screening process, the candidate has a technical interview with a Redlaser Team technical staff member.
In addition, Redlaser Team uses Internal screening test to administer a subject-based skills test to determine overall proficiency, basic knowledge of the subject, depth of practical experience, ability to apply knowledge in complex technical situations, and work speed and accuracy. The test is real-time evaluations are fast, cost-effective and targeted to the needs of specific jobs. The Screening helps take the guesswork out of IT hiring, while simplifying the entire recruiting process.
The screening session includes surveys, self-assessments, and even provides an optional on-line interview that allows companies to conduct Internet-assisted telephone interviews with their potential candidates to further probe a candidate's knowledge and skills. The test can also customize the screening session to fit the customer's needs.
One of the most important features of our Screening is the KnowledgeBase of questions, which currently includes technical questions and answers. The KnowledgeBase is maintained and improved by a network of trained authors and reviewers. The robust library of assessments and questions cover the technologies being used in industry today, including different technology tests:
- NET Technologies: ASP.NET, VB.NET, .NET Framework, C#
- Networking: Windows 2000, XP, 95, UNIX, Solaris, TCP/IP, Cisco, Novell, HP UX Mainframe: COBOL, CICS, MVS, VSAM, DB2, IMS
- Databases: Oracle, Sybase, MS SQL Server, SQL, DB2, Xbase, Datawarehousing
- Programming Languages: C, C++, Visual Basic, PowerBuilder, Java, J2EE, OOP
- ERP: SAP, Clarify, Peoplesoft
- IBM: Lotus Notes, Lotus Domino, AS400, RPG IV
- Testing: Winrunner, Loadrunner, SQA
- Technical Support: PC Technician, MS Office support, Exchange Server
- Engineering: Electrical, DSP, Thermo, Tool & Machine Design, and more
- Web: ASP, Apache, ColdFusion, Internet Security, DHTML, XML, Perl, Javascript
