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To meet your short term needs, we have a cache of experienced
contractors. These applicants can be available within
days for virtually any term of employment.
Source Candidate
PCI’s extensive network, comprehensive candidate
searching and skill matching capabilities, coupled with
highly trained recruiters enables us to maximize our
staffing efforts while realizing your need for significant
cost savings.
Over the years, PCI has developed a ‘Global Recruiting
Practice’ that utilizes recruiters in a particular
geography to actively search out the skilled talent
from the local pool to meet your requirements. The ‘National
Recruiting Practice’ also makes extensive use
of search engines to locate and attract skilled professionals
who have not posted their resumes or registered with
any of the known services. We rely on a variety of recruiting
strategies that creates a comprehensive approach to
find and employ the best IT professionals available
to meet your needs.
Modes of sourcing
candidates:
- Consultant Referrals, Client Referrals
- Advertising (local national newspapers and publications,
popular employment websites)
- Job Fairs and Open Houses
- Source Recruiting
- University/College Career Centers
- Professional organizations
- Internet Services – job sites, technology
forums
- Industry partnerships and affiliations
The two most effective methods of finding potential
candidates are referrals and advertising.
Consultant Referrals
Referrals come from both internal and external sources.
Stated simply, a referral is a name provided to PCI
by employees or clients (outside of our recruiting staff).
It is perhaps the most difficult method of sourcing,
yet is by far the most reliable method of securing new
talent. Referrals are our preferred method of recruiting.
Advertising
PCI places ads in newspapers and in many national
trade magazines. Advertising responses provide an immediate
candidate pool for recruiting purposes. The responses
also tell us much more about local markets, trends in
employment, labor rates/salaries, which validate our
own compensations surveys and benchmarking exercises.
Internet Services
PCI employs the Internet on several levels
to recruit. In addition to our website (http://www.prudentialconsulting.com)
we employ Internet Research Specialists who search the
vast resources of the Internet for candidates and job
posting sites. We also use meta-search engines to track
down talent not actively registered with a service.
When we receive resumes, we check all available databases
to see if the applicant has already applied or worked
with PCI or its clients. A recruiter contacts the candidate
within one working day to obtain employment eligibility,
availability, skills, employment preference, compensation
expectation, location preference and references (minimum
three work references). The candidate’s information
is entered into our database and a determination is
made on the availability for placement.
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Screen Candidate (link to PCI
Way)
PCI administers the following
screening tools:
Phone interview |
Work history, EdPCItion,
Training, supervisory/Managerial skills, Knowledge
of applicable policies and procedures. |
In-person interview
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Intellectual ability,
Decisiveness, Energy, Result oriented, Maturity,
Assertiveness, Sensitivity, Openness, Tough mindedness,
Appearance. |
Written test for
technical skills |
Technical Check is
used for evaluation along with in house exams
and practical tests in the lab.
To determine overall proficiency,
basic knowledge of the subject, depth of practical
experience, ability to apply knowledge in complex
technical situations, work speed and accuracy.
Logic and IQ oriented tests are given in house
to check analysis, logic and practicality. |
Technical interview
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Subject Matter Expert
(SME) of PCI carries out a Technical interview;
the scope and the depth of the interview would
depend on the profile of the opening. A mandatory
practical lab test is carried out for system engineers
at PCI lab. |
Soft skills interview
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A soft skill interview
is conducted, it concentrates on Tech writing,
situation analysis, verbal communication and presentation.
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Reference check |
Three references
from previous employers are sought. The reference
checks look for the candidates Work ethics, Organizational
skills, Focus, Competence. |
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Skill
Level Evaluation
Once candidates are initially
screened for a position, they undergo a technical evaluation
to determine their skill level and if they meet the
specified needs stated by a client. Upon completing
the screening process, the candidate is evaluated technically
by a PCI technical staff member.
In addition, candidate will take a subject-based skill
test to determine overall proficiency, basic knowledge
of the subject and depth of practical experience, ability
to apply knowledge in complex technical situations and
work speed and accuracy.
These tests are designed to adjust in difficulty to
the skills of the test taker. Questions get harder or
easier based upon answers to the previous questions
and become progressively more difficult until the test
taker’s maximum level of proficiency has been
established at which point the test terminates. The
tests consist of multiple-choice questions, many of
which use actual computer code. Since each question
has five possible answers, up to three of which maybe
correct, each question creates 25 possible answer combinations.
Some answers are more insightful while others are more
obviously wrong. Therefore, each question allows the
test taker to demonstrate a range of knowledge and experience
The tests are administered in a supervised setting and
usually take an hour and a half. The Interview Mode
is designed to give an overview of the test taker’s
skills and takes approximately 30 minutes and the Evaluation
Mode, which generates a comprehensive profile of the
test taker’s skills (including strengths and weaknesses),
which takes approximately one hour.
The results of the test create a comprehensive ‘Technical
Proficiency Profile’ for each test taker and are
expressed using both raw and percentile rankings that
compare the test taker’s performance to that of
all other professionals evaluated in the same technology.
In addition, the Technical Proficiency Profile includes
a detailed list of the individual’s strengths
and weaknesses.
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Reference Check
Academic Checks
PCI performs in-depth academic background information
of a prospective candidate.
Credit and Financial Checks
PCI can also perform credit checks on request. We are
able to provide a quick turnaround with the most accurate
information..
Our commitment to flexibility, thoroughness and professionalism
ensures that the needs of our clients are met on an
on-going basis.
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