Our process is the result of extensive experience and success in the staffing and services industry.
1. Identify Candidates
When a requirement is shared by a client, Creamos's expert staffers will utilize all resources and databases available to generate a long list of potential candidates.
2. Complete Prescreen Form
Qualified candidates are chosen from Creamos database comprisingmore than 30,000 candidates. Typically, done over the phone, the candidate is asked a series of questions to gain an understanding of the individual's technical qualifications, level of interest in a career change, current salary, future salary expectations, availability, etc. If the candidate fits Creamos profile, the process continues.
3. Inter-office Interview
If the candidate is local, they are scheduled for an onsite interview with Creamos. Additional questions are asked to confirm previous information and to gather further information pertaining to the candidate's background. Interpersonal and communication skills, degree of professionalism, and future goals are also reviewed to verify whether the individual will measure up to Creamos profile. Other Creamos employees get a chance to meet the candidate as well.
4. Technical Evaluation
Based on the level of experience, Creamos determines the best option to check the candidates technical abilities.
The options are:
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An online standardized test that is based on and measured by candidates skills
- A person-to-person conversation with a Senior Technical Consultant that is qualified to gauge the candidates' technical qualifications
5. Reference Check
A candidate must provide four references-traditionally, at least two supervisors and two co-workers. Creamos cross-checks with the references on the candidate's work ethic, teamwork and technical strengths.
6. Resume Submission
Creamos reviews the resume with the candidate and then incorporates it into a pre-defined format. The candidate is briefed on all possible assignments and then the resume is submitted to customers where there is a potential match.
7. Client Interview
Creamos prepares the candidate for the customer interview. The job requirements are discussed, the customer's environment is reviewed, all the candidate's needs are covered including personality tips, etc. The candidate is instructed to contact Creamos immediately following the interview.
8. Candidate Offer
Upon receipt of acceptance from the customer, Creamos contacts the candidate, reviews all information and makes the offer.
9. Drug/Background Check
If the customer requests, Creamos will ensure that drug and background checks are completed on the candidate.
10. Close Down
Once the candidate accepts the position and the drug and background checks are completed, Creamos arranges a start date by communicating with both the customer and candidate.
11. Maintenance
It is Creamos responsibility to ensure the candidate is meeting the customer's expectations. Creamos will prepare the candidate for their assignment prior to their start date. From that point on, Creamos will periodically touch base with the candidate and customer to ensure expectations are being met from both the customer's and candidate's perspectives.
12. Notice of End Date
The customer will notify Creamos of the candidate's end date. At that time, the candidate will be remarketed.
