SIRSAI's service delivery processes are geared to produce predictable results. Following are the process phases (in the given order) that help us consistently meet our customer's expectations:

Requirement Definition Phase

In this phase,

• We collect all relevant information about a talent acquisition need in order for us to effectively and efficientlysource and screen candidates

• Once the relevant information is available, specific Sourcing and Screening Guidelines are prepared by the recruiting team leads in collaboration with Delivery team.

• This allows us to increase efficiency and effectiveness of our recruiters and they literally work at the skill/experience level of a recruiting team lead and fully understand customer's needs.

Requirement Allocation Phase

In this phase,

• The requirements are allocated to the recruiters based on their competency and experience.

• Again, this ensures that specialists are working on finding quality talent for our customer's needs.

• During allocation of each requirement, assigned recruiting team lead and Delivery team directly provide further clarification to the recruiter as needed.

Sourcing (Talent Acquisition) Phase

In this phase, recruiters work on finding suitable talent for the assigned requirements following the sourcing guidelines and tips provided in requirement definition/allocation phase.

• More than 50% of our candidates are sourced through referrals from our vast network of senior IT  professionals.

• Approximately, 25% of candidate sourced are through passive search, and

• Less than 25% are from job board searches.

Screening Phase

In this phase, we screen to reject the candidates sourced. There is a 3 level screening process followed:

• Screening by Recruiter: To get basic information about interest and communication and targeted technical questions.

• Screening by Recruiting Team Lead: Revalidation of communication skill levels

• Screening by Technical Screeners: In depth technical screening along with scenario testing

• Candidate Evaluation Report Card: We submit candidate evaluation form with our submittals that consists overall ranking of submitted candidates

Customer/Candidate Feedback Collection, Analysis, and Correction Phase

Each candidate submission is an opportunity for us to get more clarity on specific customer needs as well as overall preferences of our customer. In this phase:  

Customer Feedback  

• Sought for each submission and after each candidate interview to precisely understand the customer needs

• Periodic feedback collection through conference calls and in person meetings with the customer where the assigned Delivery team and recruiting team lead learn if SIRSAI is meeting customer expectations

• Based on each feedback received, specific action items for the recruiting team are identified and implemented for subsequent candidate searches

  Candidate Feedback  

• Candidates are requested information about his/her perception of customer needs for a given requirement after each customer interview and is used to further improve screening quality