Recruiting Process

CASE Technologies understands that the degree of ultimate client satisfaction is going to be heavily driven by the strength of our recruiting. OUR emphasis is placed on personal relationships, not only with our clients – but also with our candidates. By developing these relationships, combined with our extensive knowledge of the technology landscape, and our mandatory 5 step recruiting process, it allows us to identify resources that match our client’s individual and unique needs.

STEP 1:

Identifying the position and evaluating the client need
We can’t find what you need, if we don’t know what you need. At CASE Technologies, a seasoned account manager will work closely with the hiring manager or project team to learn more about your position and your environment. This first step in the process includes finding out the top skills required, soft skills needed, the environment, experience, education, and turn -around time for the position.

STEP 2:

Searching
We are “hunters”, and not “gatherers.” At CASE Technologies’ we know Superstar candidates do not just fall from the sky. We work in the trenches every day and this is why companies hire us. Prior to searching we build a sourcing strategy with our skilled recruiting team and account manager assigned to the job opportunity. After our team defines a sourcing strategy, our team then identifies potential candidates using our national propriety database of talent, reaching out to partners, referrals, targeted social media outlets, and event based networking.

STEP 3:

Identifying candidates
Just finding candidates is not enough. At CASE Technologies, we identify only qualified candidates and this is where we stand out. Our recruiting team has years of industry specific knowledge and leverages robust technical and recruiting experience to vet only candidates that match the client’s criteria.

STEP 4:

Screening & interviewing
CASE Technologies deploys an extremely stringent screening process. Our team will assess a candidate’s technical skills, leverage technical testing tools, conduct reference checks, and background screenings. Candidates will also be passed off to a subject matter expert to assess additional technical skills. As a final check, the account manager assigned to the position and client, will conduct an additional qualification interview. Candidates are not submitted for any position unless they meet all of the criteria above.

STEP 5:

Recruiting Candidates
Once viable, qualified candidates have been identified and approved by our team, they must be recruited. In other words, they must be sold on not only the opportunity but also the company. Top candidates are not just interested in a great new job; they’re interested in a great new job with a great new employer. We invest a considerable amount of time getting to know our candidates. By building these relationships, it gives us a true sense of who are candidates are and how they will fit in with our clients.