We believe that the success of any company and its products are directly proportional to the skills and experience possessed by its employees. We wish success for all our client companies and feel it to be our responsibility to source the best skilled, trained and experienced resources to our esteemed clients. Our recruiters constantly toil to find the apt resource for our client's staffing needs.
With a strong foothold in the US we have a huge database of skilled resources on various technologies in USA apart from our own experienced employees who are ready to work with you for your project needs at your disposal.
We specialize in sourcing individual resources as well as entire team of project resources so as to term it as a complete Staffing Solution.
The Best Hire Processaka BHP much like its meaning in the racing world, is a measure of great power of our staffing capabilities. At NicheSoft, we are proud of having a highly skilled team which follows this process almost religiously. We pride ourselves in following BHP, short for Best Hire Process, our recruitment process. This contains two key aspects, 1.QuTA, 2.MCS. QuTA, which is short for Quick Turn-Around, which is a focus on submitting 5 good-fit resumes within just 3 days. MCS, is actually Max Cost Saving, which is our commitment to getting the Best Talent + Best Price = Max Cost Saving. Most of our clients have found their desired resources through our BHP and have become our regular customers.
According to a 2012 Career Builder Survey, forty-one percent of companies estimate that a bad hire costs more than $25,000, and one in four said it costs more than $50,000*. NicheSoft could be your strategic partner to help you get the Best Hire every time.
BHP is our cyclical recruiting process that has an intense focus on regular client feedback. Our process focusses on finding the candidate who would be the Best Fit to not only your requirement, but also to your culture. We further enhance the chances of this Fit by doing a proper due diligence on the candidate before submission.
The CJD is handed over to NicheSoft through a JD form which will have all the essential fields that need to be filled b the client. The CJD is then handed over the Niche Hiring Manager.
The NHM then studies the CJD and matches the requirement to the senior-most Talent Acquisition Specialist available with suitable experience for the required domain
The TAS starts work on the requirement and generates as many resumes possible with a target to produce at least 5 good resumes before the end of that day.
The 5+ resumes are then scrutinized to see which are the 2 most Super-Fit Resumes and sent to NHM for Technical Pre-Screening.
Here, after a rigorous TPS, which also includes the most underrated albeit crucial Cultural-Fit check, the NHM will submit the SFRs to the Client if satisfied. If not, the feedback is given to the TAS to generate better profiles.
Once the interview has happened, and the Client is fully satisfied with the SFR candidate, the NHM would offer to initiate the process of the Background Check formalities. Meanwhile, the candidate is also prepped for joining on the date mutually finalized by the candidate and himself/herself.
Almost in every step, there is an interaction between all participants, and more so the Client by means of the Client Feedback. It is imperative to note that th NHM plays a critical role in ensuring a Quick Turn-Around (QuTA) time.