Initial Placement

The process begins with the initial placement of the candidate within your organization. This placement is on a trial basis, allowing the candidate to integrate fully into your team and assume their designated role. During this period, the candidate performs their job duties as if they were a permanent employee, providing you with a realistic view of their capabilities and fit for the role. This trial phase is crucial as it allows both you and the candidate to experience the working relationship in a real-world setting. It helps in understanding how well the candidate adapts to your organization’s culture, workflow, and expectations.

Performance Review

For 6 to 9 months, we conduct regular and thorough assessments of the candidate’s performance. This review period is designed to evaluate various aspects of the candidate’s work, including

Skills and Competence : Assess the candidate’s technical and professional skills to determine if they meet the requirements of the role and contribute effectively to your projects.

Work Ethic : Evaluate the candidate’s commitment, reliability, and overall work ethic. This includes their punctuality, adherence to deadlines, and willingness to go the extra mile.

Adaptability : Observe how well the candidate adjusts to changes in tasks, priorities, and team dynamics. Adaptability is crucial in today’s fast-paced work environments.

Contribution to Team Dynamics : Assess how the candidate interacts with colleagues, collaborates on team projects, and contributes to a positive work environment.

Cultural Fit : Determine if the candidate aligns with your organization’s values, culture, and long-term goals. A good cultural fit is essential for long-term success and employee satisfaction.

Regular assessments and feedback sessions ensure that you receive a well-rounded view of the candidate’s performance throughout the review period.

Feedback and Reporting

Throughout the review period, we gather feedback from various stakeholders, including the candidate, their direct supervisors, and other team members. This feedback is invaluable in creating detailed performance reports that highlight key aspects of the candidate’s performance.

These performance reports are comprehensive and include :

Strengths : An overview of the candidate’s strengths and areas where they excel. This helps in understanding their potential contributions to your organization.

Areas for Improvement : Insights into any areas where the candidate may need further development or improvement. This helps in addressing potential concerns before making a permanent hiring decision.

Overall Suitability : A summary of the candidate’s overall fit for the role and your organization. This includes an evaluation of how well the candidate meets the role’s requirements and aligns with your organizational culture.

Decision Making

At the end of the 6 to 9-month review period, you will have a clear and comprehensive picture of the candidate’s performance. Armed with detailed performance reports and feedback, you are in a strong position to make an informed decision about whether to offer the candidate a permanent position.

This decision-making phase is critical, as it allows you to weigh all aspects of the candidate’s performance and suitability before committing to a long-term hire. It ensures that you are making a well-informed choice that aligns with your organization’s needs and goals.

Replacement Option

We understand that sometimes, despite the best efforts, a candidate may not meet your expectations or fit well within your organization. To provide you with added flexibility, our “Review Performance” service includes the option to replace the candidate if necessary.

If the candidate does not align with your needs or expectations, we offer access to our extensive database of skilled professionals. This allows you to find another qualified candidate who may be a better fit for the role and your organization.