New England Technology’s Recruiting Lifecycle Process:

Hiring the wrong person, either for contract or permanent employment, can have significant negative financial impact on your business. Studies have shown that the wrong hire can result in as much as 4x salary in lost opportunity costs. Having a comprehensive screening and recruiting lifecycle process will help avoid these situations by finding the right fit to any job requirement.

New England Technology's sourcing, screening and recruiting model is at the heart of our services, it's why you partner with us and where we provide our valued services.

New England Technology’s Recruiting Lifecycle Process is a comprehensive 5 step process to ensure a successful candidate match and hire for our clients projects and consultants careers.

Job Profiling and Requirements Gathering
Meet with the hiring manager to perform the following:

• Define job specifications and scope of responsibilities
• Identify the key skills that will make the candidate successful
• Define organizational goals and objectives
• Define performance expectations and critical success factors
• Define key policy and procedures of the organization that could impact hiring process

• A revised job description to ensure the best fit candidates that match the highest priority needs are presented
• The screening interview questions to ensure candiates will be guaged relative to the job requirements
• A communications plan to ensure the search engagement stays on track

• Source potential candidates using proprietary database, professional and social networks, partners, referrals and other tradition sources
• Develop a long list of candidates by correlating resume to requisition details
• Develop a short list of candidates by assessing:
•     Candidates preferences relative to the assignment
•     Candidates skills and knowledge with structured interviewing
•     Future behavior with behavioral interviewing
•     Problem solving ability with cognitive testing
• Review suitability of the short listed candidates with the hiring manger and realign search if necessary
• Schedule candidate interviews with the hiring manager
• Assist with the candidate selection process

• Verify credentials of selected candidate
• Conduct background and reference checking of selected candidate
• Facilitate clear and concise communications regarding offers and organizational policy to selected candidate
• Handle offer negotiations
• Handle hiring documentation and ensure employment law compliance
• Provide candidate with clear and concise communications regarding client and agency contacts

• Conduct start day check-in, first and second week check-in to ensure smooth on-boarding
• Address any issues related to consultant engagement
• Conduct quarterly progress and performance reviews for consultant engagements
• Assess recruiting process for lessons learned and develop a future search pipeline