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SEARCH ASSIGNMENTS
Innovision Inc.
accepts search assignments for executives, sales, sales support, marketing and
technical professionals in the rapidly growing industries of Enterprise
Technology & Applications, Telecom & IP Telephony, Data
Warehousing.
RECRUITMENT PROCESS
Candidate Attraction : Successful
candidate attraction is a combination of the existing databases, extensive head
hunting, local market knowledge and specialist expertise. Innovision Inc. uses
a combination of general candidate attraction marketing campaigns and
client-specific initiatives.
Internet Job boards : All of Innovision
Inc.'s vacancies are advertised on its job boards which is exclusive to Innovision
Inc. In addition, individual campaigns are run with other
recognized Job boards.
Print Advertising : Online Advertising -
In addition to using a variety of Internet Job boards, Innovision Inc. uses
other forms of online advertising such as banner advertising and search engine
listings.
Custom Campaigns : We regularly work
with our client's on custom advertising campaigns. This approach offers the best
of both worlds, combining the power and attraction of the client's brand with
the recruitment expertise of Innovision Inc. Our Contact Centre manages
advertising response, sends communications to applicants and arranges assessment
days/interviews.
Local Advertising : Our
extensive Branch network gives us unparalleled local knowledge. We use this
knowledge to target and attract candidates at local, regional and national
levels. Locally, we use all forms of advertising, including flyers and posters
at stations, doctor's surgeries, leisure centers etc, local newspapers, bus
shelter advertising, sponsorship of local events and attendance at local
recruitment fairs.
IDENTIFYING & ASSESSING CANDIDATES
Identify and confirm the sources using database and network of contacts,
identify prospective candidates, including internally sourced, screen and
evaluate the candidates. Short list the candidates background profiles to send
to client, review the profiles and take a feedback.
Interviews: Facilitate client interviews
of candidate and obtain feedback from client and candidate, conduct reference
checks, prepare detailed profiles and evaluation reports on each candidate's
strengths and weaknesses, select finalists to be interviewed and take feedback
from the client.
Select Executive: Conduct finalist
interviews, negotiate salary and benefits and take feedback.
Follow Up: Make sure the transition is
smooth for the candidate, ensure client satisfaction and take feedback.
Referral Checks:
Subordinate / Superior through direct contact or a telephone call.
SOURCE OF PROFILES
Over the past four
years, we have built up a large database of aspirants who have been networked
and sourced through ads, media contact and other exercises. We shortlist the
probable candidates from this database.
Head hunt: Broadly the
methodology for headhunting would be: From the information gathered through
research and that furnished by the client, we identify organizations / centers
that are most likely to have the talent being sourced. We map the organizations
/ centers selected and identify probable candidates. Talk to them, and bring
them across to the clients.
Network: We have an active network of 25
people across the country that identify and source talent for us.
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