ACTION TECH
At Action Tech, we understand that organizations rely on technology and I.T. professionals to ensure their business excels. In our cutting-edge I.T. Staffing Division, we pride ourselves on working to make quality connections between the highest quality professionals and our clients. Our pool of dynamic, skilled candidates allows you to elevate your projects, meet deadlines, and surpass goals. Be it Short or Long-term contract work, Contract Hire positions, or Direct Hire Contracts, you will experience seamless integration of talent and technology with Actions’ I.T. Staffing Division!
The process is quick and easy. You will immediately meet with one of our talented recruiters, who will ask questions about your business and unique hiring needs before matching you to pre-vetted candidates. Remember that our entire team is with you the whole way, from identifying and interviewing to even offering onboarding assistance. At Action Tech, we always stand behind and with you to ensure your needs are met quickly and efficiently.
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OUR PROCESS
Identifying Hiring Needs:
Work with hiring managers and stakeholders to understand the specific requirements and responsibilities of the position.
Determine the skills, qualifications, and experience needed for the role.
Recruitment Strategy:
Develop a recruitment strategy to attract qualified candidates, which may include posting job ads on relevant platforms, reaching out to passive candidates, and leveraging professional networks.
Utilize applicant tracking systems (ATS) and other recruitment tools to manage candidate applications and track progress.
Screening and Selection:
Review resumes and applications to identify candidates who meet the minimum qualifications.
Conduct initial screenings, such as phone interviews or skills assessments, to evaluate candidates’ fit for the role.
Coordinate interviews with hiring managers and team members to further assess candidates’ skills, experience, and cultural fit.
Interview and Assessment:
Conduct in-depth interviews with shortlisted candidates to assess their technical skills, problem-solving abilities, and alignment with the company culture.
Utilize behavioral interview questions to understand candidates’ past experiences and how they would approach specific situations.
Administer technical assessments or tests, if applicable, to evaluate candidates’ proficiency in relevant areas.
Offer Negotiation:
Extend job offers to selected candidates, including salary, benefits, and start date.
Work with hiring managers and HR to negotiate terms with candidates, if necessary, to reach mutually agreeable terms.
