What goes into the IT Search Recruitment Process?
At IT Search we know that every recruitment process is unique. Our recruitment process is built around IT Search's core values, People, Environment, Opportunity. As a business IT Search offers a true consultative approach to all of our clients. Our aim is to partner with each business, developing relationships with hiring managers to truly understand the company objectives in order to give you the right talent and the right fit. We focus on quality, source strategically and share our knowledge on how to attract the best talent. We have a proven track record, strong and long-lasting relationships with global leading firms and local Irish firms. Our 7 step recruitment process, detailed below, has proven to be effective and efficient with both clients and candidates in the IT industry.
1. DETAILED BRIEFING (DAY ONE)
It’s vital that we have a deep understanding of what skills, depth of experience and ideal background and cultural fit is required for a given role. Hence we take a detailed brief of your requirements and level of urgency.
2. Market Mapping, active and passive sourcing and screening of job seekers (WEEK ONE)
The second stage consists of our targeting processes. In creating a Market Map for each role we identify all parameters that will affect the best candidates’ motivations; technological match, duration in role, sector, future career plans and track record, location and remuneration range
We utilise multiple tools to create a longlist within the first week based on the market intelligence gained; we advertise using an array of job boards and channels (each role may have a different likelihood of success with a given channel) and go through our own significant networks and our access to LinkedIn’s “Recruiter” package plus our bespoke database of strong candidates
Our differentiator here is that we are strongly process driven to hit internal data driven targets to ensure that based on a longlist of approximately 100 potential candidates, we are able to generate a shortlist of 5 well matched, engaged and motivated candidates.
3. SCREEN POTENTIAL SHORTLIST (WEEKS ONE & TWO)
To confirm our shortlist we conduct rigorous and detailed interviews with all potential applicants to understand their motivation for a change of role and company, why they are a fit for the defined requirement and to ensure they within the parameters of remuneration provided. In addition to this we regularly increase our network of candidates in advance of specific Assignments and have had significant success in this area.
4. PRESENT SHORTLIST OF MOST QUALIFIED CANDIDATES FOR INTERVIEW (WEEK TWO)
Upon selection of our shortlist, IT Search will present written reports on all candidates outlining Suitability, Motivation for a move, Salary, Notice period and Availability as well as notes as to strengths and weaknesses.
5. INTERVIEW SCHEDULING & FEEDBACK (WEEK THREE)
We liaise with both client & candidate throughout the interview and assessment process. IT Search will provide feedback to all parties irrespective of outcome to ensure that there is always an honest and respectful dialogue
6. REFERENCES AND NEGOTIATION OF OFFER (WEEK FOUR)
IT Search will conduct reference checks and negotiate the offer with the successful candidate (including any issues relating to on-boarding, relocation etc). This will include how a candidate can successfully deal with counter offers and related issues.
7. POST PLACEMENT FOLLOW UP
IT Search will provide detailed feedback to unsuccessful candidates. Post offer acceptance, notice period and placement follow up; we remain in contact with placed candidates throughout the initial probation period and manage any concerns or bumps along the road that may arise