Veridian's Delivery Model

Candidate Sourcing

Providing well-qualified technical professionals to meet your resource needs requires proactive, targeted effort.  Your Veridian Account Executive will work with you to construct resource forecasts that define the appropriate mix and volumes of skills which must be available within our recruiting pipeline.  Assigned recruiters will compare these needs to attributes of our candidate population, and then perform additional sourcing efforts for current or anticipated needs. 

Our recruiting resources include:

Local Recruiting Teams – Nowhere is our commitment to maintaining a world-class recruiting organization more readily observable than in the local and regional markets we serve. We have dedicated recruiters in ALL of our client locations. These professionals leverage extensive personal networks, referrals, and technical/occupational affiliations in the community and surrounding areas to continuously build new consultant relationships and find candidates.  Our local presence also gives us critical “ground level” insight into the supply and demand for particular technical labor skills. 

 Communication and Outreach - Veridian has various communications media and outreach programs through targeted media outlets.  These programs reinforce positive impressions of our company and its service capabilities, encouraging both passive and active job seekers to view us as a portal to rewarding employment.  Examples include monthly newsletters, candidate PR campaigns, career blogs, podcasts and media posted to various networking sites.

eCruiting - We recognize the tremendous potential of IT-enabled recruiting (“eCruiting”), and use integrated tools within our recruiting system to enhance the process of posting jobs on the Internet and efficiently managing candidate responses. Veridian subscribes to a number of leading job boards, such as Monster, CareerBuilder and Linked-In, and has access to hundreds of specialty boards.

Veridian’s model employs multiple levels of candidate screening, organized to select the best candidates in the quickest manner possible.  Each candidate will undergo an evaluation process that includes verification of employment history and dates, project information, responsibilities, applied skills, certifications qualifications, eligibility for employment and performance. We assess employability, motivation and soft skills during the recruiter screening based upon our knowledge of the client’s working environment and how the professional’s responsibilities will be carried out. 
 

Using a behavioral interview process allows us to effectively investigate the skills and experience of an applicant.  In addition to learning about their abilities, we uncover other traits that cannot be discerned from a resume, such as communication style, personality and attitude.  The evaluation factors are:

Overall suitability for employment

• Educational background — general overview, specialty areas
  
• Work experience
  
• Ability to interface with managers and co-workers
  
• Maturity/stability
  
• Motivation/interest/availability