Review Job Requirement
Our Account Manager and Recruiting team review the job requirement. The aim is to gain a thorough understanding of the job description, the work environment, and the right fit for our client.
Search for Candidates
Once we gain a clear understanding of the Job Requirement, our Account Manager and team of recruiters begins to search for qualified candidates. We review our hot and active pool of candidates that has been obtained from proactive searching and our referral program. We search our internal candidate tracking tool for candidates we already know and are familiar with. We then use many different methods including referrals, networking, passive candidate searching via social media, job board searching, job posting and more. For each job order, we make sure all possible methods to recruit are used and we never compromise. Our turnaround time to find a potential match is anywhere from an hour to a couple of business days.
We use a variety of resources to reach out to the IT community to let openings for specialized skill sets be known. Our first step is always to post to our Pleasant Consulting website. We also use social media sites such as LinkedIn, x (Twitter), Facebook and other job posting sites to attract hard to find talent. We also network with user groups and referrals to find other resources.
Screen Qualified Candidates
Once we identify and shortlist qualified candidates, we begin the interview process. We interview candidates not only for technical qualifications but also for soft skills such as work ethics, personality, communication skills and information that would be relevant to matching a candidate to a job and company. Each potential candidate is met in person to ensure a technical and soft skill match. If during the interview process we determine that the technical portion of the interview requires a more detailed technical screening, we utilize the assistance of internal engineers and consultants.
Pleasant Consulting coordinates and schedules telephone or in person interviews with our candidates. We work with our clients to determine the interviewing process that is the most efficient. Once the interview is done, we proactively follow up with the candidate and client to see if both parties are interested in moving forward and to lock-in the candidate to the position.
Pleasant Consulting then extends an offer and confirms acceptance. We initiate the on-boarding process including any prerequisite paper work, drug and background screens, and professional references that have not already been completed. We also confirm start date, time, and location with client and consultant.
As part of our recruiting services, Pleasant Consulting checks in on performance and expectations during the assignment, and we also request feedback upon completion of assignment. We are committed to satisfying the needs of our clients, but we’re also confident that we can provide a great fit for our consultants. We believe in being flexible, professional and easy to work with. Since we work with many large Fortune 500 companies as well as small private organizations, we do our best to ensure our resources have consistent and on-going engagements. Since a majority of our business has been a result of candidate and client referrals, we feel this approach has made us successful to date.