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Our Services
FOR CANDIDATES
Our Talent acquisition services for candidates focus on providing support, guidance, and resources to help job seekers find suitable employment opportunities. These services can enhance candidates' job search experience and increase their chances of securing the right position. Here’s what talent acquisition services for candidates typically include.
- Offer personalized career advice and guidance.
- Help candidates identify their career goals and paths.
- Provide insights into industry trends and job market conditions.
- Offer one-on-one coaching sessions to address individual career challenges.
- Provide support in setting and achieving career goals.
- Help candidates build a professional development plan.
- Assist candidates in finding suitable job openings.
- Provide access to exclusive job listings and opportunities.
- Offer job search strategies and techniques.
- Provide professional resume and cover letter writing services.
- Offer feedback and suggestions for improvement.
- Ensure that application materials are tailored to specific job opportunities.
- Assist candidates in completing and submitting job applications.
- Provide guidance on how to follow up with employers.
- Help candidates track and manage their job applications.
- Conduct mock interviews to practice responses and build confidence.
- Provide tips on answering common interview questions.
- Offer guidance on interview etiquette and body language.
- Offer training programs to enhance skills and qualifications.
- Provide access to online courses, workshops, and certifications.
- Help candidates stay updated with industry-relevant skills.
- Facilitate connections with industry professionals and potential employers.
- Provide access to networking events, webinars, and professional groups.
- Offer guidance on building and leveraging a professional network.
FOR COMPANIES
We offer a full cycle Talent acquisition services to help attract, identify, and hire top talent for an organization.
- Assess current and future hiring needs.
- Develop a strategic hiring plan to align with business goals.
- Use various channels to find potential candidates (job boards, social media, networking, etc.).
- Develop and maintain a talent pipeline for future needs.
- Review resumes and applications to identify qualified candidates.
- Conduct initial phone screens to assess candidates’ fit.
- Coordinate and conduct interviews (in-person, video, or phone).
- Use structured interviewing techniques to ensure consistency and fairness.
- Implement assessment tools (skills tests, personality tests, etc.).
- Evaluate candidates’ technical abilities, soft skills, and cultural fit.
- Develop strategies to attract diverse talent.
- Implement programs to promote an inclusive workplace.
- Advise on applicant tracking systems (ATS) and other recruitment software.
- Leverage data analytics to optimize the recruitment process.
- Support employees transitioning out of the organization.
- Provide career coaching, resume writing, and job search assistance.
KEY DIFFERENTIATOR
FULL CYCLE RECRUITING
Open requisition to onboarding.
EXPERT IN IT TECHNOLOGIES
With proven experience in acquiring quality talent, improve recruitment processes & manage costs.
MANAGE 3rd PARTY VENDOR
Vendor management if required.
SPECIALIZED PROVIDER
With proven experience in acquiring quality talent, improve recruitment processes & manage costs.
RECRUITING STRENGTH
We understand technology and the skill that the contingent resource needs to have to deliver the task we have created in-house center of excellence based on technology and industry with the complete team dedicated to particular verticals.
We have an extensive database of qualified and diversified candidates across the country we maintain a database of active candidates who are currently looking for a job.
PROVEN PROCESS
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01
GLOBAL PRESENCE
Our strong presence all over us continent and asia pacific gives us the leverage to move the talent across continent.
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02
TRAINING INFRASTRUCTURE
Our training infrastructure facilitates us to make up for the missing secondary skill/s gap quickly and help us deliver right resource on time.
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03
STRINGENT SCREENING PROCESS
We have gsc (ai based screening tool) in place to ensure our client gets only the best candidates.
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04
FULLY AUTOMATIC SOURCING PROCESS
Our investment in technology and recruiting software makes our sourcing process completely automatic giving our recruiting team additional time to source passive candidates.
UNIQUE MATRIX FORM OF RECRUITING
Our unique matrix form of recruiting align account managers with champion recruiters in their vertical. Our practice managers assumes the complete responsibility of delivering high quality technically screened resumes.
Million daily active users
Open job positions
Million stories shared
DYNAMIC TECHNICAL UNDERSTANDING
Deep understanding of shifting technical landscapes and niche technologies. Ability to find unique candidates not listed on job boards to fit unique requirements. Recruiters have it backgrounds; they truly understand the big picture of the roles they fill.
TALENT SOURCING
ACTIVE SOURCING
- In-house system database
- Regional job portals access
- Job-boards / ads
- Search engines
- Recruitment campaigns
PASSIVE CANDIDATES
- Social media
- Professional connections like linkedin
- Headhunting
- Industry associations.
INTELLIGENT SOURCING
- Collaboration with universities
- Employee referrals
- Client referrals
- Campus hiring
- Communities
COLLABORATIVE SOURCING
- Participation in job fairs
- Running the career events
OUR COMMITMENT
- 4 hours Basic Skill set
- 12- 48 hours Specializedsk ills
- 12 – 120 hours for C-Level
- 12- 24 hours for Special Needs – Urgent requirements
- Dedicated Account Manager
- Remove any disconnects
- Level II – Level III Search / niche/ special requirements
- If a client is dissatisfied in a 90 day period, Krizmic under client satisfaction provides a replacement resource, within the two-week dismissal period, no questions asked
OUR PROCESS
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PLAN & SETUP
1. Form & setup specific dedicated team.
2. Design screening questions along with clients.
3. Plan, formulate sourcing strategy based on the required skill sets.
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SOURCING
1. Execute sourcing strategy.
2. Data mining.
3. Targeted social media & event based networking.
4. Sell & build network.
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SCREENING
1. Cut-off criteria.
2. Standard competency screening.
3. In case minimum formal competency assessment required.
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PRESENT & SCHEDULE
1. Present the profiles.
2. Get initial feedback on hiring manager screening shortlisting & rejection.
3. Schedule & organize interviews.
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SELECT / REJECT
1. Feedback on next interview stage progression / selection / rejection.
2. Gather candidate feedback
3. Feedback analysis & optimization.