Crescent Systems commitment to the success of its clients lies in its intense recruiting process. Crescent hires professionals with expertise and experience within their fields, those keeping paces with high technology advancements, and those who have a keen business sense and awareness of evolving technology issues. Our consultants represent the crème-de-la crème in their abilities representing the top 10 percentile of the available global pool of I.T talent.
Short-listed candidates go through three levels of interviews. Key areas that we look for are technical skills mapping to current technology trends, communication style, attitude & confidence level, personality traits, consultant’s goals etc. Typically the first level gives us an idea of whether the potential employee is articulate and have an understanding of the job at hand. Enthusiasm, confidence, professionalism and a cultural fit are also assessed and very often gives a good picture of the candidates overall personality.
Candidates short-listed are then scheduled for the final interview that is purely technical in nature and conducted by experienced members of the technical interview panel. The candidate is thoroughly evaluated on all areas of the skill set and experience. Various real-life technical scenarios are presented and the candidate’s responses are measured for quality, maturity and accuracy of response. Normally, we require at least a 90% favorable rating from our interview panel for the candidate to be hired.
Candidates go through a personal interview before they are finally brought on board. The personal interview is conducted to evaluate professionalism, attitude and personal chemistry. Meetings are held across the world and our recruiters travel to various countries at least three times a year to conduct personal interviews on a massive scale. Certification Requirements and Reference Checks Crescent’s high expectations and standards of technical capability include that the consultant be certified in their skill. All consultants require that they go through the certification process prior to their being presented to Crescent clients. The recruiting team checks references for technical ability, ability to work in a team, ability to perform under adverse situations, ability to perform in a client-focused consultative role and for moral character.
The selection process however does not end with the candidate’s hire. Once the candidate is hired, he/she undergoes an intensive technical orientation process before presentation to the client.
Our emphasis on the screening processes give us the confidence we look for in our consultants. We are so confident of our consultants that we offer a free-of-charge trial period for all of our consultants. If a client is not satisfied with any consultant within the first 40 hours, we will find a replacement with no charge to the client for the first 40 hours.