Recruitment is a time bounded and cost-involving process for majority of IT companies. Any mismanagement in this regard, may hamper the bottom line’s productivity. SigmaEdge plays vital role in addressing this concern in emphatic manner. We support your organizations’ effort to search, acquire, hire and deploy the right talent. In delivering IT staffing services, we follow a unique 9-step NEST-QUEST Process:

Need Profiling

We discuss with your HR Manager and assess your needs in terms of job profiles. We also understand your company’s culture, organizational hierarchy, human resource policies, organization’s vision and mission. We provide our support in conducting exit interview in case the employee is leaving the organization. Thus, we collect more information about the nature of the job. In case of new job position, we help you formulate Job Description (JD) and decide on other compensation related offer.

Effective Job Postings

After collecting the detailed information, we formulate the job postings by defining the roles and responsibilities, technical qualifications required for the job, job reporting times and relevant experience. This acts as a guiding document for recruiting and related job search.

Search Plan

In this phase, we develop Search Plan to find the potential candidates suitable for the job. For searching the candidates, we use advanced job sourcing tools and methodologies. We search job profiles using in-house databases, referral-based data repositories, issuing recruitment advertising, internet databases and referring professional or industry associations and directories.

Targeted Candidate Search

Our team works in tandem with your HR Manager and helps him/her review the details of candidates and provides additional information about the candidates. Thus, we help your manager to prepare candidates’ short list and support them in contacting candidates to know whether they are interested in the job opening or not.

Qualifying Process

We conduct detailed technical and skill based interviews with the candidates after initial test. This includes both telephonic interviews, personal interview with concerned technical experts. Thus, we come up with the list of potential candidate suitable for job with reference to their skills, technical expertise, motivational levels, fitness for career, willingness to relocation, inter-personal skills, salary expectations and job requirements.

Unravel the Best Options

Thus, we provide you a list of resumes, interview information and referral details. By taking your inputs into consideration, we prepare the shortlist and schedule final round of interview for the shortlisted candidates.

Evaluate the Shortlist

We arrange face-to-face interviews with the candidates. Your HR Manager / Designated Technical Evaluator can interview them. If required, we conduct psychometric tests for the candidates. We have an advanced set of psychological tests and automated testing applications to help you in this regard.

Serve the Final Offer

Once you decide the candidates to be inducted into your organization, we help your HR Manager to prepare employment offer letters. We can also negotiate on your behalf with candidates on pre-hire employment requirements, terms and conditions and salary packages (if required).

Total Follow-up and Assurance

Our job does not end with onboarding of the employee. We do follow up with you on the performance of the employee for first 3 months. We play the role of facilitator between your new employee and you. In case the employee is not performing as per your expectations, we assure you to provide an alternative follow-up search completely at free of cost.

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