Recruiting Methodology

Knowledgeable candidates know that Eliassen is a gateway to many of the premier companies on the technology landscape where candidates prefer to work. Because of this, Eliassen is well positioned to deliver the critical technology resources that will drive your competitive engine. Led by our Vice President of Recruiting with over 20 years experience, our team of highly experienced, technology-specific recruiters understand the technological areas our consultants work within.

Eliassen Group strives to be a true advocate for both our candidates and our clients. Our commitment and exceptional team, with state of the art research techniques, makes Eliassen the leading supplier of high volume, high quality, and cost effective consulting & staffing solutions

Our hiring methodology can be briefly summarized as a four-step process:

Step 1: Recruit

Eliassen has significant experience recruiting specialists with specific experience in a variety of technologies, utilizing a variety of sources to identify top talent:

• Recruiters who are dedicated to specific skill areas
• A proprietary, customized database
• Referrals from previously qualified, proven candidates
• Networking events, including user group, conference and summit events
• Our on-going public relations program that properly positions us in the industry through articles and comments written by our leadership team
• Utilizing strategic partnerships with reputable software development firms, hardware and software vendors, and outplacement services

Step 2: Qualify

Not everyone becomes an Eliassen consultant. Only those who are highly skilled and well regarded, as ethical and professional individuals, will be considered for assignment with our clients. We never submit a candidate without first conducting:

• Intensive phone screening by recruiters who specialize in a specific skill set or technological area
• Extensive interviewing of each prospective candidate prior to any contact with a client
• In-depth reference checks of at least three professional and technical sources

Step 3: Match

Before submitting candidates, we always take the time to understand the technical and cultural dynamics of the client’s environment and the specific details of the job and project. This enables us to deliver the best fit for any given requirement. We also present the opportunity to potential candidates thoroughly and accurately. Our evaluation criteria for suitability considers the following:

• Technical and cultural match for the specific project and environment
• Sincere and professional interest in our client’s project and technology, with 100% commitment to client satisfaction
• Ability to deliver at a competitive rate that accurately reflects skills, value, and current market conditions to ensure completion and longevity

Step 4: Retain

Eliassen Group’s retention program is critical to our success. Our high retention rate allows us to maintain a pool of candidates that we know very well and to retain top talent for future assignments. The ability to consistently deliver quality and value by attracting and retaining our best performers is a direct result of the following:

• Our reputation and longevity in the market, with no change in ownership and low internal employee turnover, translates to consistent, personalized service to our consultants
• Our ability to offer cutting edge opportunities that are highly desirable to the technology consultant community
• For our W-2 candidates, we offer strong benefits, including medical and dental insurance at group rates, a 401K retirement plan with Eliassen contributions, a computer purchase program, and a referral bonus program
• Training: Eliassen offers discounted online technology training with TeachMeIT