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How WebCreek Guarantees Top Quality Talent

top quality talent
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ByPor Jason Bott

Jason has been working as a consultant and project manager with enterprises of all sizes for over 20 years. His expertise lies in utilizing technology to solve problems that reduce costs and increase profits. He has been instrumental in implementing successful software projects for Shell, NOV, C&J, Nabors, Total, Halliburton, Baker Hughes, Noble, American Tower, AIG, NASA, Nike as well as many smaller firms.

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Many nearshoring and staff augmentation companies try to guarantee customers top quality talent. But, it may be difficult to take their word for it without knowing what steps they take to make these guarantees. There are many professionals from many different industries on the market. So, to sift through this sea of professionals, any company promising to provide the cream of the crop must have a very thorough recruitment process.

Which is why WebCreek takes talent recruitment very seriously. Our recruitment process is held to the highest standard from start to finish. From the simple resume review to the interview, Webcreek ensures every box is checked to have a team of top quality and experienced talent on the team. And being that we want to ensure our customers are confident in our selection process, we aren’t afraid to share how we do it. 

Also read : Effectiveness of IT Staff Augmentation

Top Quality Talent Guaranteed: Here’s Our Process 

Our Recruitment process has four main phases, which includes a variety of steps in each phase to ensure only the best candidates are selected and made a part of WebCreek’s talent team.

  1. Screening 

The approach we take to recruiting starts on receipt of each candidate application. Whether it be through our website or a professional network like LinkedIn. The moment we receive a candidate’s resume, the screening begins. We examine it for the certain skill sets, qualifications and experiences necessary to perform at the highest level. We look at the positions they’ve held, the responsibilities that came with them, and the quality of work they’ve done during these responsibilities. Plus with WebCreek’s background check and reference policy, we aim to take all necessary steps to ensure customer safety. 

After a successful screening process, a positive initial interview and evaluation from our recruitment team, the applicant will continue to the testing phase. 

  1. Assessment

The second phase of the recruitment process involves a series of assessments aimed at testing the candidates competence in the relevant field and the quality they could possibly bring to our company. The assessments can take a written, practical and/or online form. Online assessments can be a range of industry standard tests on a variety of subject areas that would test the level of competence a candidate can potentially bring to the relevant position. While written and practical assessments seek to test the individual quality of work the candidate could give. The series of assessments will seek to ensure the top quality performance a potential candidate could give once employed. 

  1. Interviewing

After a potential candidate has passed the assessment phase, they move to the last interview phase. Candidates are interviewed against our highest quality industry standards. The entire interview, from start to finish is an overall assessment of the candidate. Not just whether they are a good fit for the tasks related to the job, but whether they are a good fit for the culture of Webreek and can be a good fit to the dynamic needed by customers. 

The series of questions the candidate is asked are geared towards getting answers resumes can’t give and have more detailed discussions of the answers resumes do give. This is where we get to know what kind of work environments candidates have worked in, their daily responsibilities, the challenges they have faced and/or overcome and the goals they have for themselves. Because even though the ability of the candidate is important, so is their attitude. 

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  1. Onboarding 

The next, and last phase of the process is the onboarding. This is after a successful interview, and where both the candidate is now a member of the WebCreek team. As a new member of the team, WebCreek ensures that they are conditioned to the culture and expectations at WebCreek. The standards WebCreek holds them to and the standards they are expected to provide any customers or clients with. The onboarding process essentially ensures that though the new member has top quality abilities, they are expected to adhere to the attitudes, rules and standards of WebCreek. 

With our thorough 4-phase recruitment process, we try to ensure WebCreek has top quality talent to guarantee customer satisfaction.