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The staffing
life cycle, as with the software development life cycle, includes
a number of unique and yet tightly interwoven components. Sigma
persistently strives to address each component individually
while maintaining a constantly holistic viewpoint in recruiting.
- Sigma
recruiters have expert ability to analyze - to assess your
most technical requirements and understand the search you
need them to perform. Analysis.
- Sigma
recruiters begin wide-ranging searches using business rules
to lay the foundation architecture of our recruiting effort.
Collaboration with in-house techies assures accuracy of
information obtained and guarantees that requirements are
met. Business Architecture.
- Sigma
recruiters design sophisticated searches utilizing all of
Sigma's resources. Potential candidates are found, screened,
interviewed and either approved or denied based upon project
specifications. They use both old school and the latest
strategies to ensure we've selected the right candidate.
Then our recruiters do what they do best, which includes
rate positioning, cost analysis, advise on skills availability,
and delivery of the candidate via phone or in-person contact.
Design.
- Sigma
recruiters assure that all candidates recruited (developed)
are interviewed by in-house technical experts (coding) and
that their references are checked and re-checked (testing).
Development, Coding & Testing.
- Sigma
recruiters submit potential candidates to the client, who
interview to win the service of the contractor and parlay
interview results to Sigma accordingly. Contractors either
accept (implement) or deny positions following the interview.
Implementation.
- Sigma
recruiters and account managers routinely check on the performance
(QA) of our consultant and on the client's satisfaction
with our service (CPI). Quality Assurance and Continuous
Process Improvement.
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