Interview Process

We use a multi-stage interview process involving multiple levels of our staffing organizations. Everyone interviewing is looking for and sensing the soft skills of the candidate. Often the interviewer simply asks the candidate how they would handle a certain situation that would involve particular soft skills such as conflict resolution, unethical practices or personality differences. How the candidate responds to these subjective questions reveals how developed their soft skills are and how they would apply them. A consensus is compiled from all the parties involved in the interview process before the candidate is considered fully qualified.

In addition to this interactive interview process, we sometimes use a psychological testing service for qualifying certain candidates. This is usually used for senior positions that require higher levels of “emotional intelligence,” ability to navigate stressful/complex scenarios and well developed interpersonal skills. Whereas this testing sometimes increases our awareness of a candidate’s skill level, the overriding criteria is mostly the consensus of the experienced and trained interview teams. We average a two-day turnaround with a complete candidate submittal package, on three candidates; the package includes resume, notes from technical interview, technical test (if applicable) and two fully documented supervisory or managerial references.