Our Staff Augmentation services provides solutions for contingent workforce requirements.

Our model of contractual Tech-staffing services allows a business to add to their workforce selectively and in a dedicated area for a set timeframe quickly. We help organisation looking to hire skilled talent for specific short-term or long term projects to reduce cost and liability by a huge percentage.

Aided by our in-house SME’s and Senior leaders, our workforce who have been working with our clients bolster up their Productivity a great deal.

AS PART OF OUR IT-STAFFING INITIATIVE, OUR STAFFING PROCESS IS WELL DEFINED.

The recruitment process involves a systematic procedure from sourcing the right candidate profiles to arranging and conducting multi stage interviews. At each stage of this process, careful consideration is given to the client’s requirements.

PHASE I

Profile specification and job description

Based on the project requirement, we first conduct a feasibility study. We then assess various factors like skill levels required, availability of local manpower, infrastructure requirements, financial outlays and other related issues. Based on these factors, feedback provided by client’s and their approvals, Phase II is set in motion.

PHASE II

Identification of Prospective Candidates

  – From Existing Employee pool of people who can be made available for this project.

  – Candidate References Applications

  – Received for Job

  – Job Boards

  – Job Postings

  – External recruitment company

The initial round of screening the candidates is done by our HR team , based on the skill set requirements as identified in the project plan. Candidates are identified from various job postings , online job portals, advertisements , existing database of resumes, employee referrals and if required by utilizing an external recruitment company.

PHASE III

Candidate Profiling & Assessment

• Skill Sets & Degree of Difficulty

• Experience Level

• Candidate Expectation

A telephonic interview is conducted initially to screen the candidates. The candidates are short listed depending on their skill sets, work experience, expectations. The initial list of such candidates is sent to the client for approval.

PHASE IV

Candidate Selection & Short listing Procedure.

• Psychometric Test, Functional Domain & Skill Assessment Personal Interview

• Short listing – Final List and forwarding Candidate details to the Client.

• Arranging Video/Telephone interview by the client of short listed candidates. Alternatively if the client opts to meet personally, a second level face to face interview with candidates is arranged.

• Decision Making based on Client’s Input. If unapproved, we repeat the entire above process iterating it for all the open vacancies.

• If selected by the Client, references of each candidate are checked.

• Making the Offer

Based on client’s feedback, the candidates are called for a personal interview by our HR team. Based on these personal interviews, the second list of the candidates is sent to the client. On receiving inputs from the client, video conferencing with the selected candidates is arranged for the client. On approval, an employment offer with d-Insights is made to the selected candidates.

Phase V

• Signing the Employment Agreement which includes the Confidentiality Agreement.

• Assigning the Candidate to the Project/ Process

• Training as required.

Training is either conducted in house, or at

the client’s premises as required. Once the training program concludes

mence with getting the project live.