Recruiting Methodology of Vitaver & Associates, Inc.
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1. Resource Search

a. When V&A accepts a new SOW from the Client, when possible we will complement the information included in the printed SOW for this position with an interview with the client’s project manager, to gather additional information and informal guidelines that may not have been included on the document for lack of time, space, etc. This will help us further narrow down the search to a candidate that closely matches the needs of the client.

b. Your SOW/JD/Requirement is assigned to a team that specializes on the business area of the search, and discuss your need, the specific search, the sources to be tapped (of both active and passive candidates), identify additional resources that may be available to conduct a successful hire and assign responsibilities and milestones.

c. V&A accepts the requirement and our recruiters will start an immediate 24/7 search through:

i. Our existing database built over the past 16 years with professionals that scored outstanding and excellent on customers’ reviews in previous/present assignments.

ii. Referrals by our employees and contractors, when they are able to provide us detailed history of the candidates’ track record, names of past supervisors, etc. to tap passive candidates. V&A has a very extensive network to source from, build over many years and through our active participation in diverse and multiple forums, nationwide.

iii. Online job banks to compliment our in-house search. We subscribe to:

1. Monster

2. Computer Jobs

3. CareerBuilder

4. Dice

5. HotJobs and dozens of free-access databases

6. Adds on the online job banks to obtain replies within minutes

7. Passive and Active candidates through Social Media, User Groups, Competitors and other sources

d. V&A makes a substantial annual investment to access the most qualified online job banks, advertise on them and comb their databases for the best available candidates the moment they become available.