Vitaver Staffing proposes a thorough staff augmentation process to satisfy customers' needs:
1. They conduct interviews with stakeholders to gather additional requirements beyond statements of work.
2. Recruiters familiarize themselves with customers' needs, culture, and environments to better meet requirements.
3. Specialized teams thoroughly review requirements and identify qualified candidates from databases, referrals, and online searches to submit profiles within 48 hours.
M. Gheewala Global HR Consultants promises and delivers the quality services of Overseas Recruitment to clients and candidates through Integrity innovate and partnership.
The document provides details of a project to create a job description, specification, and recruitment plan for a Customer Service Representative position at Comfort Inn & Suites in Kamloops, BC. It includes a job analysis, job description outlining responsibilities and requirements, job specification listing skills and qualifications, and a recruitment and selection strategy. The strategy outlines sourcing candidates through online job boards, social media, and a job fair. A multi-hurdle selection process is proposed involving an application screening, phone interview, in-person interview using behavioral questions and a grading rubric, and reference checks. The goal is to identify the best candidate suited for the customer service role.
ALEX SOARES - CV - SECRETARY AND HR EXECUTIVEALEX SOARES
This document contains a summary of Elias Alex Ruiz Soares' career experience and qualifications. It outlines over 14 years of experience in administration, office management, human resources, and property management. It also lists his responsibilities in previous roles as an HR administrator and secretary, which included tasks like managing schedules, correspondence, filing, and providing support to employees. His educational background includes a higher secondary school degree and safety certification.
Vinod Gopi is seeking a challenging career where he can enrich his skills and contribute to organizational goals. He has over 10 years of experience in construction, IT, and software development industries. His experience includes business development, administration, recruitment, and facilities management roles. He has a Bachelor's degree in Business Management and Marketing and certifications in programming languages like C, C++, Java. He is proficient in Microsoft Office, Adobe software, and has strong communication and organizational skills.
Muhammed Shameer CV - HR Recruitment & Assistant AccountantMuhammed Shameer
Muhammed Shameer is currently working as an HR Recruitment Specialist in Sharjah, UAE. He has over 5 years of experience in human resources, recruitment, and accounting roles. His responsibilities include hiring technical personnel for oil and gas projects, maintaining accounts, and sourcing candidates using tools like LinkedIn. He has a bachelor's degree in commerce from the University of Kerala in India.
Kumaresan.T has over 3 years of experience as an IT recruiter. He has recruited candidates for various IT roles such as .NET, Java, QA Automation, and IT helpdesk. His responsibilities include sourcing candidates, screening profiles, conducting interviews, and coordinating between clients and candidates until an offer is issued. He has a diploma in HR and has recruited for clients such as IBM. Kumaresan is proficient in recruiting across various technologies and aims to advance his career in recruiting.
INSZoom Immigration Conference 2016 - Impact of Technology on Global ImmigrationINSZoom
This document discusses CSC's workforce management strategy and People Supply Chain approach. The goals are to maximize total shareholder return through workforce optimization and talent management strategies. Some key tactics include pyramid rationalization, bench optimization, improving span of control, using more landed resources and contractors, and increasing utilization and cost per employee. Metrics such as internal fulfillment, on-time fulfillment, and cost per employee are used to track performance. The global mobility program aims to better align international assignments with business needs, reduce costs, and ensure compliance. Factors that have high impact on profitability include revenue and cost per employee, utilization, location mix, and pyramid and rate card management.
S. Ghosh has over 12 years of experience in customer service roles with various organizations in Qatar. He currently works as a Cabin Crew Welfare Officer at Qatar Airways, where he is responsible for supporting cabin crew members. Previously he has held roles such as Telesales Agent, Personal Financial Executive, Cabin Services Director, and In-flight Supervisor. He has a Bachelor's degree in Political Science. His skills include team leadership, communication, and managing customer complaints and issues.
M. Gheewala Global HR Consultants promises and delivers the quality services of Overseas Recruitment to clients and candidates through Integrity innovate and partnership.
The document provides details of a project to create a job description, specification, and recruitment plan for a Customer Service Representative position at Comfort Inn & Suites in Kamloops, BC. It includes a job analysis, job description outlining responsibilities and requirements, job specification listing skills and qualifications, and a recruitment and selection strategy. The strategy outlines sourcing candidates through online job boards, social media, and a job fair. A multi-hurdle selection process is proposed involving an application screening, phone interview, in-person interview using behavioral questions and a grading rubric, and reference checks. The goal is to identify the best candidate suited for the customer service role.
ALEX SOARES - CV - SECRETARY AND HR EXECUTIVEALEX SOARES
This document contains a summary of Elias Alex Ruiz Soares' career experience and qualifications. It outlines over 14 years of experience in administration, office management, human resources, and property management. It also lists his responsibilities in previous roles as an HR administrator and secretary, which included tasks like managing schedules, correspondence, filing, and providing support to employees. His educational background includes a higher secondary school degree and safety certification.
Vinod Gopi is seeking a challenging career where he can enrich his skills and contribute to organizational goals. He has over 10 years of experience in construction, IT, and software development industries. His experience includes business development, administration, recruitment, and facilities management roles. He has a Bachelor's degree in Business Management and Marketing and certifications in programming languages like C, C++, Java. He is proficient in Microsoft Office, Adobe software, and has strong communication and organizational skills.
Muhammed Shameer CV - HR Recruitment & Assistant AccountantMuhammed Shameer
Muhammed Shameer is currently working as an HR Recruitment Specialist in Sharjah, UAE. He has over 5 years of experience in human resources, recruitment, and accounting roles. His responsibilities include hiring technical personnel for oil and gas projects, maintaining accounts, and sourcing candidates using tools like LinkedIn. He has a bachelor's degree in commerce from the University of Kerala in India.
Kumaresan.T has over 3 years of experience as an IT recruiter. He has recruited candidates for various IT roles such as .NET, Java, QA Automation, and IT helpdesk. His responsibilities include sourcing candidates, screening profiles, conducting interviews, and coordinating between clients and candidates until an offer is issued. He has a diploma in HR and has recruited for clients such as IBM. Kumaresan is proficient in recruiting across various technologies and aims to advance his career in recruiting.
INSZoom Immigration Conference 2016 - Impact of Technology on Global ImmigrationINSZoom
This document discusses CSC's workforce management strategy and People Supply Chain approach. The goals are to maximize total shareholder return through workforce optimization and talent management strategies. Some key tactics include pyramid rationalization, bench optimization, improving span of control, using more landed resources and contractors, and increasing utilization and cost per employee. Metrics such as internal fulfillment, on-time fulfillment, and cost per employee are used to track performance. The global mobility program aims to better align international assignments with business needs, reduce costs, and ensure compliance. Factors that have high impact on profitability include revenue and cost per employee, utilization, location mix, and pyramid and rate card management.
S. Ghosh has over 12 years of experience in customer service roles with various organizations in Qatar. He currently works as a Cabin Crew Welfare Officer at Qatar Airways, where he is responsible for supporting cabin crew members. Previously he has held roles such as Telesales Agent, Personal Financial Executive, Cabin Services Director, and In-flight Supervisor. He has a Bachelor's degree in Political Science. His skills include team leadership, communication, and managing customer complaints and issues.
Fayaz Ahmed is seeking a challenging position that allows him to grow professionally. He has over 4 years of experience in HR operations and client relations. His experience includes onboarding employees, payroll processing, and generating new business leads. He holds a Bachelor's degree in Commerce and is proficient in English, Hindi, and Kannada. His core strengths are creativity and patience.
Work Experience: More than 10 years in Retail Banking Services.
A) Currently associated with IndusInd Bank Ltd since September 2014 to till date as a Manager (Internal Audit and Compliance) of Retail Branches.
B) Past experience:
1) HDFC Bank Ltd (6 years and 3 months) – Joined HDFC Bank as Executive Trainee in September 2006 and handled various profiles during tenure of job such as Teller, Demat Authorizer, Personal Banker and Teller Authorizer.
2) Axis Bank Ltd (1 year and 9 months) – Joined Axis Bank in Operations Profile in November 2012 and handled profile during tenure of job such as Authorizer and Backup for Branch Operation Manager.
This resume summarizes Nilesh Vijay Mankar's professional experience and qualifications. He has over 12 years of experience in sales and operations roles in the insurance and IT distribution industries. Currently, he works as a Sales Support Specialist at Ingram Micro India, where he assists with sales activities, order management, claims processing, and communication with partners. Previously, he held roles with similar responsibilities at Aviva Life Insurance, Rashtrabhasha Prachar Samiti Gyan Mandal, and other organizations. He has an MBA and B.Com degree and seeks a challenging position to utilize his experience.
Belal Abu Laban is a skilled customer service representative and accountant with over 10 years of experience in fields such as inventory management, office administration, accounting, internal control, audit, and banking. He currently works as a senior business call center agent for Abu Dhabi Islamic Bank in Sharjah, UAE, where he handles customer inquiries, resolves problems, fulfills requests, and provides reports to senior management. Previously he has held roles as a bank teller, external auditor, internal auditor, and accountant officer. Belal has a Bachelor's Degree in Business Economics from the University of Jordan and is a Certified Internal Auditor.
Corigendum wapcos junior engineer recruitment 2016Eugin Bruce
The document is a corrigendum announcing changes to a previous advertisement for junior engineer positions at WAPCOS LIMITED. It summarizes the following key points:
- Candidates found suitable for previously advertised junior engineer roles in civil, electrical, or mechanical engineering may now be considered for regular employment.
- Regular positions for junior engineers pay between Rs. 12,600-32500 per month and require a diploma in the relevant engineering field plus up to 2 years of experience. The maximum age is 30 years.
- Terms and conditions for regular hiring include no company housing but HRA will be provided, and age relaxations exist for reserved categories.
Eslam Hassan Saad Ghobashy is seeking a management position utilizing his expertise in customer service, relations, and satisfaction. He has over 10 years of experience in customer service roles, most recently as a Senior Operation Specialist for SAWA Payment System where he provided training, processed physical and electronic mandates, and performed follow up and troubleshooting. Previously he held roles as Vice President of Collection and Release at Contact Cars Trading and as a Customer Service Representative at Raya Contact Centre. He has a Bachelor's Degree in foreign trade and is fluent in Arabic and English with strong computer skills.
Rahul Deb Roy is seeking a job in human resource management in Kolkata. He has over 7 years of experience in HR roles. Currently he works as a People Officer for Future Retail Limited, where his responsibilities include recruitment, training, employee relations, and compliance. Previously he has held HR roles at Serco BPO, Magma Fincorp Limited, and Reliance HR Service, where he gained experience in recruitment, operations, compensation, and compliance. He has an MBA and diplomas in human resources.
BDL- Bharat Dynamics Limited has 3 units, at Knachanbagh, Hyderabad/ Telangana/ Vishakhapatnam. Now Application are invited for the various vacancies in BDL
Pandiyarajan Marippan has over 6.5 years of experience in human resources including payroll processing, statutory compliance, recruitment, and employee relations. He holds an MBA and has worked in roles such as Senior Executive, HR Manager, and HR Partner for companies in India and Singapore. His expertise includes payroll processing, recruitment, administration functions, and maintaining statutory compliance. He is skilled in communication and is committed to service excellence.
The document is a curriculum vitae for Ahmed Rizwan, an Accountant based in Abu Dhabi, UAE. It outlines his educational qualifications including a B.Com degree, work experience including roles as a General Accountant and Business Development Executive, computer skills in Tally ERP 9 and Microsoft Office, and languages spoken including English, Hindi, Arabic, and Malayalam. It expresses his career objective of seeking a challenging role utilizing his qualifications and experience.
The document outlines the recruitment and selection process for a company. It states that the company is committed to equal opportunity employment and compliance with laws. It also requires authorization from HR for any new position. The process involves a hiring manager submitting a requisition, HR assigning a number, and discussing recruitment strategies. Sources include the company website, job boards, referrals and more. HR and the manager review resumes and HR conducts phone screens and schedules interviews. For selection, managers interview candidates while HR advises. An evaluation is completed and a candidate is selected for a contingent offer pending references and background checks.
This document is a resume for Priyanka Vadali. It includes her contact information, career objective, technical qualifications, employment history, academic qualifications, and personal details. Her employment history describes her role as an HR Executive at Keshav Consulting in Hyderabad since 2015, where her responsibilities included recruitment, induction, payroll, attendance, and exit formalities. She has a PGDM from Siva Sivani Institute of Management and a B.Tech from Malla Reddy Engineering College for Women.
This document contains the resume of Youvraj Naruka. He has over 12 years of experience in operations, accounts, and collections. Currently, he works as a Collection Manager at L&T Finance, where he oversees collections for various loan products across multiple locations. Previously, he held positions at Magma Fincorp, Tata Motors Finance, and Citi Financial, where he gained experience in collections, field investigations, and customer processing. He has a MBA and BCA degree and is proficient in various computer skills. His hobbies include music and cooking.
The document outlines Ankush Barwal's career objective and work experience as an Executive in the Human Resources department at Mother Dairy Fruit & Vegetable Private Ltd. It details his responsibilities in areas such as payroll management, recruitment, HR operations, contractor management, training and development, and administrative management at Mother Dairy's plant in Etawah, Uttar Pradesh since 2010.
T. S. Suresh is a senior banking professional with over 18 years of experience in commercial banking, corporate banking, and financial services. He is currently seeking a middle management position in corporate banking.
He has extensive experience managing commercial and corporate client portfolios, developing business, and ensuring targets are met. Suresh has a proven track record of growing asset books and increasing revenue.
Suresh has strong communication, relationship management, and analytical skills. He is results-oriented and able to work independently and as part of a team.
- The document is a resume for Sachin Sangade, who has over 3 years of experience in human resources and administration roles.
- He is currently an Assistant Executive of Human Resources at CG Marketing Private Limited in Pune, India, where he handles recruitment, employee database management, and other HR functions.
- Prior to his current role, he worked as a Senior Executive of HR and Administration at MDIndia Healthcare Services Private Limited, where he managed recruitment, payroll, and administrative tasks.
- TeacherSITY is an organization that provides teacher training, recruitment, and student assessment services to over 2,000 schools in India.
- Their vision is to train, recruit, and empower teachers. They have offices in multiple cities and work with schools affiliated with various education boards.
- Their core services include teacher training, recruitment using a database of teacher profiles and resources, and promoting schools online. They have a standardized recruitment process and terms of service for client schools.
This document announces the recruitment of 6748 Armed Branch Constables in the Assam Police. Applications are invited to fill these vacancies between December 26, 2014 and January 25, 2015. The recruitment process will involve physical and physical efficiency tests to assess candidates' height, chest size, running, jumping, etc. Those who meet the minimum standards will proceed to a written exam consisting of 50 multiple choice questions. Final selection will be based on performance across the various tests with reservations for women, Scheduled Castes, Scheduled Tribes, and Other Backward Classes.
Ramanjula Reddy is an experienced recruiter with over 7 years of experience in IT/Non-IT recruitment. He has expertise in sourcing passive candidates, head hunting, client relations, salary negotiation, and profile mapping. He is skilled in applicant tracking systems, job boards, and sourcing candidates through various methods. His experience includes full life cycle recruitment, screening, interviewing, negotiating salaries, and placing candidates with clients in industries such as IT, telecom, healthcare, and manufacturing.
The recruitment operation at M. Gheewala Global is a one-of-a-kind approach, based on flexibility, confidentiality, excellence and commitment. Our recruitment consultants are some of the most skilled search professionals in the business today.
http://mgheewala.com/
This document contains a resume for Jithin Mayur Mohanan. It summarizes his work experience, including roles as a Sales Support Officer at National Bank of Abu Dhabi from 2014 to present, a Sales Officer at Damas Jewellery from 2012 to 2014, a Senior Consultant at Sutherland Global Services from 2010 to 2012, and a Processing Officer at Tata Consultancy Services from 2008 to 2010. It also lists his education qualifications and strengths such as his customer service experience, analytical and communication skills, and proficiency with Microsoft Office programs.
This document outlines the recruitment process and services of a recruitment company. It discusses the company's beliefs in quality manpower and innovative recruitment practices. The recruitment life cycle is then described in six stages: research, sourcing, screening, submission, interviewing, and placement. Finally, the document provides contact information for the recruitment company.
Fayaz Ahmed is seeking a challenging position that allows him to grow professionally. He has over 4 years of experience in HR operations and client relations. His experience includes onboarding employees, payroll processing, and generating new business leads. He holds a Bachelor's degree in Commerce and is proficient in English, Hindi, and Kannada. His core strengths are creativity and patience.
Work Experience: More than 10 years in Retail Banking Services.
A) Currently associated with IndusInd Bank Ltd since September 2014 to till date as a Manager (Internal Audit and Compliance) of Retail Branches.
B) Past experience:
1) HDFC Bank Ltd (6 years and 3 months) – Joined HDFC Bank as Executive Trainee in September 2006 and handled various profiles during tenure of job such as Teller, Demat Authorizer, Personal Banker and Teller Authorizer.
2) Axis Bank Ltd (1 year and 9 months) – Joined Axis Bank in Operations Profile in November 2012 and handled profile during tenure of job such as Authorizer and Backup for Branch Operation Manager.
This resume summarizes Nilesh Vijay Mankar's professional experience and qualifications. He has over 12 years of experience in sales and operations roles in the insurance and IT distribution industries. Currently, he works as a Sales Support Specialist at Ingram Micro India, where he assists with sales activities, order management, claims processing, and communication with partners. Previously, he held roles with similar responsibilities at Aviva Life Insurance, Rashtrabhasha Prachar Samiti Gyan Mandal, and other organizations. He has an MBA and B.Com degree and seeks a challenging position to utilize his experience.
Belal Abu Laban is a skilled customer service representative and accountant with over 10 years of experience in fields such as inventory management, office administration, accounting, internal control, audit, and banking. He currently works as a senior business call center agent for Abu Dhabi Islamic Bank in Sharjah, UAE, where he handles customer inquiries, resolves problems, fulfills requests, and provides reports to senior management. Previously he has held roles as a bank teller, external auditor, internal auditor, and accountant officer. Belal has a Bachelor's Degree in Business Economics from the University of Jordan and is a Certified Internal Auditor.
Corigendum wapcos junior engineer recruitment 2016Eugin Bruce
The document is a corrigendum announcing changes to a previous advertisement for junior engineer positions at WAPCOS LIMITED. It summarizes the following key points:
- Candidates found suitable for previously advertised junior engineer roles in civil, electrical, or mechanical engineering may now be considered for regular employment.
- Regular positions for junior engineers pay between Rs. 12,600-32500 per month and require a diploma in the relevant engineering field plus up to 2 years of experience. The maximum age is 30 years.
- Terms and conditions for regular hiring include no company housing but HRA will be provided, and age relaxations exist for reserved categories.
Eslam Hassan Saad Ghobashy is seeking a management position utilizing his expertise in customer service, relations, and satisfaction. He has over 10 years of experience in customer service roles, most recently as a Senior Operation Specialist for SAWA Payment System where he provided training, processed physical and electronic mandates, and performed follow up and troubleshooting. Previously he held roles as Vice President of Collection and Release at Contact Cars Trading and as a Customer Service Representative at Raya Contact Centre. He has a Bachelor's Degree in foreign trade and is fluent in Arabic and English with strong computer skills.
Rahul Deb Roy is seeking a job in human resource management in Kolkata. He has over 7 years of experience in HR roles. Currently he works as a People Officer for Future Retail Limited, where his responsibilities include recruitment, training, employee relations, and compliance. Previously he has held HR roles at Serco BPO, Magma Fincorp Limited, and Reliance HR Service, where he gained experience in recruitment, operations, compensation, and compliance. He has an MBA and diplomas in human resources.
BDL- Bharat Dynamics Limited has 3 units, at Knachanbagh, Hyderabad/ Telangana/ Vishakhapatnam. Now Application are invited for the various vacancies in BDL
Pandiyarajan Marippan has over 6.5 years of experience in human resources including payroll processing, statutory compliance, recruitment, and employee relations. He holds an MBA and has worked in roles such as Senior Executive, HR Manager, and HR Partner for companies in India and Singapore. His expertise includes payroll processing, recruitment, administration functions, and maintaining statutory compliance. He is skilled in communication and is committed to service excellence.
The document is a curriculum vitae for Ahmed Rizwan, an Accountant based in Abu Dhabi, UAE. It outlines his educational qualifications including a B.Com degree, work experience including roles as a General Accountant and Business Development Executive, computer skills in Tally ERP 9 and Microsoft Office, and languages spoken including English, Hindi, Arabic, and Malayalam. It expresses his career objective of seeking a challenging role utilizing his qualifications and experience.
The document outlines the recruitment and selection process for a company. It states that the company is committed to equal opportunity employment and compliance with laws. It also requires authorization from HR for any new position. The process involves a hiring manager submitting a requisition, HR assigning a number, and discussing recruitment strategies. Sources include the company website, job boards, referrals and more. HR and the manager review resumes and HR conducts phone screens and schedules interviews. For selection, managers interview candidates while HR advises. An evaluation is completed and a candidate is selected for a contingent offer pending references and background checks.
This document is a resume for Priyanka Vadali. It includes her contact information, career objective, technical qualifications, employment history, academic qualifications, and personal details. Her employment history describes her role as an HR Executive at Keshav Consulting in Hyderabad since 2015, where her responsibilities included recruitment, induction, payroll, attendance, and exit formalities. She has a PGDM from Siva Sivani Institute of Management and a B.Tech from Malla Reddy Engineering College for Women.
This document contains the resume of Youvraj Naruka. He has over 12 years of experience in operations, accounts, and collections. Currently, he works as a Collection Manager at L&T Finance, where he oversees collections for various loan products across multiple locations. Previously, he held positions at Magma Fincorp, Tata Motors Finance, and Citi Financial, where he gained experience in collections, field investigations, and customer processing. He has a MBA and BCA degree and is proficient in various computer skills. His hobbies include music and cooking.
The document outlines Ankush Barwal's career objective and work experience as an Executive in the Human Resources department at Mother Dairy Fruit & Vegetable Private Ltd. It details his responsibilities in areas such as payroll management, recruitment, HR operations, contractor management, training and development, and administrative management at Mother Dairy's plant in Etawah, Uttar Pradesh since 2010.
T. S. Suresh is a senior banking professional with over 18 years of experience in commercial banking, corporate banking, and financial services. He is currently seeking a middle management position in corporate banking.
He has extensive experience managing commercial and corporate client portfolios, developing business, and ensuring targets are met. Suresh has a proven track record of growing asset books and increasing revenue.
Suresh has strong communication, relationship management, and analytical skills. He is results-oriented and able to work independently and as part of a team.
- The document is a resume for Sachin Sangade, who has over 3 years of experience in human resources and administration roles.
- He is currently an Assistant Executive of Human Resources at CG Marketing Private Limited in Pune, India, where he handles recruitment, employee database management, and other HR functions.
- Prior to his current role, he worked as a Senior Executive of HR and Administration at MDIndia Healthcare Services Private Limited, where he managed recruitment, payroll, and administrative tasks.
- TeacherSITY is an organization that provides teacher training, recruitment, and student assessment services to over 2,000 schools in India.
- Their vision is to train, recruit, and empower teachers. They have offices in multiple cities and work with schools affiliated with various education boards.
- Their core services include teacher training, recruitment using a database of teacher profiles and resources, and promoting schools online. They have a standardized recruitment process and terms of service for client schools.
This document announces the recruitment of 6748 Armed Branch Constables in the Assam Police. Applications are invited to fill these vacancies between December 26, 2014 and January 25, 2015. The recruitment process will involve physical and physical efficiency tests to assess candidates' height, chest size, running, jumping, etc. Those who meet the minimum standards will proceed to a written exam consisting of 50 multiple choice questions. Final selection will be based on performance across the various tests with reservations for women, Scheduled Castes, Scheduled Tribes, and Other Backward Classes.
Ramanjula Reddy is an experienced recruiter with over 7 years of experience in IT/Non-IT recruitment. He has expertise in sourcing passive candidates, head hunting, client relations, salary negotiation, and profile mapping. He is skilled in applicant tracking systems, job boards, and sourcing candidates through various methods. His experience includes full life cycle recruitment, screening, interviewing, negotiating salaries, and placing candidates with clients in industries such as IT, telecom, healthcare, and manufacturing.
The recruitment operation at M. Gheewala Global is a one-of-a-kind approach, based on flexibility, confidentiality, excellence and commitment. Our recruitment consultants are some of the most skilled search professionals in the business today.
http://mgheewala.com/
This document contains a resume for Jithin Mayur Mohanan. It summarizes his work experience, including roles as a Sales Support Officer at National Bank of Abu Dhabi from 2014 to present, a Sales Officer at Damas Jewellery from 2012 to 2014, a Senior Consultant at Sutherland Global Services from 2010 to 2012, and a Processing Officer at Tata Consultancy Services from 2008 to 2010. It also lists his education qualifications and strengths such as his customer service experience, analytical and communication skills, and proficiency with Microsoft Office programs.
This document outlines the recruitment process and services of a recruitment company. It discusses the company's beliefs in quality manpower and innovative recruitment practices. The recruitment life cycle is then described in six stages: research, sourcing, screening, submission, interviewing, and placement. Finally, the document provides contact information for the recruitment company.
- Mohd Sami Uddin has over 8 years of experience as a technical recruiter specializing in sourcing candidates for IT roles. He has expertise recruiting for a variety of positions including citizens, green card holders, EADs, TN, and H1B visa holders.
- Through networking, job boards, and a database of over 3,000 consultants, he identifies candidates that match clients' requirements and qualifications. He then conducts screening and reference checks to evaluate candidates before submitting suitable matches for final interviews.
- He is currently working as a Senior Technical Recruiter for Cvision Inc., where he is responsible for full life cycle recruitment including sourcing, screening, interviewing, offers, and
NJ Solutions aims to provide value to employers and job seekers through understanding their needs and helping in the recruitment process. As an Indian company with placement services in India and overseas, they have an experienced team that can efficiently deliver quality candidates to meet customers' requirements. NJ Consultants has a large network and database of job seekers from various industries and experiences to source qualified candidates for their clients.
The document describes the recruitment process of an IT organization. It details the key steps which include raising a job requisition that requires approvals, sourcing candidates through various channels, screening candidates by phone and paper applications, conducting tests and interviews, making a job offer contingent on a background check, and on-boarding the new hire. The roles of the recruiter, hiring manager, and human resources personnel are defined in coordinating this process from start to finish. Tools like an applicant tracking system and salary recommendation tool support the process. Metrics like turnaround time from requisition to hire are used to measure performance.
Unique Personnel is a South African staffing company established in 1970 that provides recruitment and personnel solutions. Over 40 years, it has expanded from Gauteng to become a national and international business. It prides itself on offering total recruitment solutions and has screened over 50,000 candidates in Gauteng. Unique Personnel aims to place candidates in positions and environments where they will feel confident and fulfilled.
- Abhishek Das has over a decade of experience in recruiting professionals across multiple industries. He is skilled in end-to-end recruiting including sourcing candidates, interviewing, negotiating offers, and onboarding.
- He has recruited for companies in various industries including IT services, staffing, and consulting. Some of the companies he has worked for are Tavant Technologies, Brillio, and Keshav Consulting Solutions.
- His areas of expertise include technical recruiting, senior level hiring, immigration compliance, and vendor management. He is proficient in using applicant tracking systems and sourcing platforms like LinkedIn.
How to Hire the Perfect Customer Service ManagerHireQuotient
Here's a step-by-step guide on how to identify, assess, and hire the perfect candidate for this critical role:
1. Craft a Comprehensive Job Description: Begin by creating a detailed job description that outlines the roles, responsibilities, and qualifications required. Highlight the key skills, experience, and qualities that will make a candidate successful in the role. Create the perfect job description with our JD Generator.
2. Discover Relevant Candidates: Tap into both active and passive talent pools to uncover qualified candidates. Utilize popular job boards like Indeed, LinkedIn, and Glassdoor for active job seekers, and employ recruitment tools to identify passive candidates. Explore EasySource for effective talent discovery.
3. Screen Candidates Effectively: Move beyond keyword-based screening by adopting persona-based screening. This method assesses candidates based on the ideal candidate profile, ensuring a more comprehensive evaluation and preventing the elimination of potentially excellent candidates. Leverage EasySource to enhance candidate screening.
4. Assess Candidates' Skills and Qualifications: Implement skill assessments that align with the specific needs of the role. These assessments can include scenarios and tasks relevant to the customer service manager position, helping you gauge a candidate's practical skills and decision-making abilities. Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values.
Engage Candidates Throughout the Process: Candidate engagement is crucial to retaining top talent throughout the hiring process. Utilize communication tools to build personalized messaging, keeping candidates informed and engaged. Optimize engagement with EasySource’s Candidate Engagement Module.
6. Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to verify their work history and performance in previous roles. Enquire about their ability to work effectively within a team and adapt to the company culture.
7. Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Manager to the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-manager
Amrendra Kumar Shukla has over 2 years of experience in IT recruitment with a focus on US staffing markets. He has expertise in sourcing, screening, interviewing candidates and managing the full recruitment cycle. Some of his responsibilities include maintaining candidate databases, counseling applicants, scheduling interviews, and analyzing recruitment activities. He is proficient in MS Office tools, job boards, resume searching and screening.
Sunergeo Solutions outlines a 6 step recruitment process:
1. CV identification and screening of candidates by phone.
2. A targeted selection interview to assess competencies and determine fit for the role.
3. A company culture fit assessment using Shadowmatch to match candidates' behaviors to top performers.
4. Integrity checks of candidates' qualifications, criminal history, references and identity.
5. The client selection process where suitable candidates are selected for client interviews.
6. Additional requirements from the client such as testing, then a formal offer if the candidate is selected.
Subhash C has over 4 years of experience in compliance, operations, and finance roles. He has a MBA in finance and relevant experience at Herbalife India, DBOI Global Services, and ING Vysya Bank. His responsibilities have included KYC analysis, compliance monitoring, investigating transactions, and preparing reports. He is seeking new assignments where he can manage risk and help companies achieve profitable goals.
Opusing is a staffing and recruitment firm that provides IT and non-IT staffing solutions globally. They have a 14-step recruitment and staffing process that begins with understanding a client's requirements and ends with regular follow-ups after placement. Opusing offers permanent placements, project-based staffing, and contract staffing. They have over 380 recruiters and a database of prescreened candidates to quickly match qualified professionals to client needs.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
Treasury graduate program recruitment processManoj Kumar
The document outlines the application process for jobs at the Department of Treasury. It states that applicants must submit an application form, resume with education and experience details, and academic transcripts. It evaluates factors like academic achievements, work experience, skills, and extracurricular activities. The selection panel uses the application materials to determine the best candidate based on the job requirements. Successful and unsuccessful applicants are notified, and successful applicants are invited to an orientation.
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
Kale Services is a recruitment and staffing firm that provides services including permanent recruitment, executive search, technical recruitment, and staffing. It aims to be the best service provider in the industry through a systematic, innovative, and collaborative approach. The company has a vision of customer satisfaction and a mission to provide quality services. It works with clients in industries like IT, engineering, healthcare, manufacturing, and FMCG.
Kalashree P R is seeking a challenging position in human resource management to utilize her 6+ years of experience in IT recruitment. She has expertise in full recruitment lifecycles including sourcing, interviewing, negotiating, and onboarding candidates. Kalashree maintains strong relationships with clients and recruits for a variety of roles including software developers, testing professionals, and project managers with technologies such as Java, .NET, Oracle, and SAP. She holds a bachelor's degree in computer science and has a history of exceeding targets and receiving performance awards.
Similar to Capabilities Statement Extended (Vitaver Staffing) (20)
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
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Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
1. 2.2 Respondent’s Proposed Solution
Thanks to our 23-year tested methodology and skilled resources, we guarantee the highest level of
professional/consulting services and a tested staff augmentation plan to satisfy the needs of all our customers.
1. When Vitaver Staffing accepts a new SOW from the customer, when the customer is available, our
account executive complements the SOW data with an interview with the customer’s stakeholders to
gather additional information and informal guidelines that may not have been included in the document
due to a lack of time, space, etc.
2. The assigned recruiting team will learn and familiarize itself with the needs, culture and environment of
the customer. Further, the team will learn the priority and importance of the role, function area and project
that will involve our resource, so we can better meet the needs of the customer, inform the candidates,
show the benefits of working for/with the customer, etc.
3. Customer’s SOW/job description/requirement is assigned to a specialized recruiting team focused on the
functional area for the customer’s specific requirements. Our team will thoroughly review the customer’s
needs, identify sources to be tapped (both active and passive candidates), identify additional resources
to conduct a successful hire and assign responsibilities and milestones.
4. Vitaver Staffing accepts the requirement and our recruiters start an immediate 24/7 search through:
• Our existing database built over the past 23 years with professionals that scored outstanding and
excellent on customers’ reviews in previous/present soon-to-end assignments (over 680,000
candidates).
• Referrals by our employees and contractors, when they are able to provide us with a detailed
history of the candidate’s track record, names of past supervisors, etc. to tap passive candidates.
• Our extensive online community built by the social media department, including our blog and
participation in LinkedIn, Facebook, Twitter, Google+, etc.
• Online job bank subscriptions: Monster, CareerBuilder, Dice, LinkedIn, and dozens of niche
databases.
• Immediate ads on our own careers page, network of our own niche websites, job broadcasters
such as Indeed, online job banks, blogs and social media to obtain replies within minutes.
5. Vitaver Staffing will respond within forty-eight (48) hours to the customer’s SOW/RFQ (unless a longer
time is specified at customer’s discretion) by submitting a complete profile of a qualified candidate to fill
that position.
6. The efficient support that our temporary employees and consultants get from Vitaver recruiting team,
account executives, HR and accounting departments makes for a high percentage of project/temporary
assignment completion, far above the industry average. Need for a replacement mid-assignment has
been rare in our experience, and our customer surveys consistently show high evaluations.
Vitaver & Associates Inc.’s Employment Screening Processes
1. Employment standards include but not limited to the following:
• Treat each customer’s assignment as a unique opportunity and start the search from scratch to
find the talent with a proven track record of required experience in a similar environment, who are
willing and committed to cooperate with the customer throughout the whole duration of the
project/assignment and till its successful completion on time and within budget.
• Candidate’s experience must be supported by resume, education degree, relevant certifications
and reference checks.
• As a standard practice, Vitaver Staffing conducts situational interviews to determine if the
candidate is a good match for the customer’s environment by observing candidate’s true nature
and reaction in response to actual events during such interview vs. typical answers to standard
behavioral interview questions.
2. • Ensure that the candidate is ready to commit to successful completion of the customer’s project
by offering him/her to participate in our Successful Completion Bonus Retention Program.
• Each candidate is asked to acknowledge their consent to allow Vitaver Staffing to be the only
agency representing them for a specific position with a certain customer to avoid duplicate
submissions to our customers.
• Run detailed employment verification, reference check, background check, driving license and
driving records check, fingerprinting and credit check (per customers’ request) and drug-
screening test prior to clearing the resource to start on the customer’s site.
• Verify temporary employee’s or consultant’s onboarding documentation, including his/her
personal identification documents, driving license, credentials, certifications, work authorization,
e-verify process, etc.
• Train temporary employees on internal policies and procedures, which include the Code of
Conduct and Workplace Safety policy, Anti-Discrimination and Sexual Harassment policies;
Information Security policy, standard policy on Internet access and use; grievance procedure;
non-disclosure agreement; documentation requirements of work performed, reporting
requirements, and performance evaluation processes, etc.
• Monitor the performance of our temporary employees and customer satisfaction with their work
throughout the duration of assignment, by means of surveys, progress reports, individual
conversation with the direct supervisors and consultants, etc. Proactively remedy any
performance issues.
• In all described above steps Vitaver Staffing does not discriminate on the basis of age, race,
gender, disability, sex, religion or national origin. We are an equal opportunity employer and
compliant with the EEOC Law.
2. Validation of education
The verification of education process is an important part of a quality pre-employment background check.
Our education verification services contact universities, colleges, vocational schools, certifying
organizations, etc. to verify dates of attendance and graduation, degrees or certifications obtained,
majors studied, GPA, and honors received.
3. Fit of resume to job title description
When analyzing each resume and before taking it to the initial phone screen stage, Vitaver Staffing
recruiter thoroughly studies the resume to determine the following:
• Strong experience with the required and preferred technologies, processes and procedures.
• Time that the candidate spent on developing the skill as required by customer.
• Relevance of candidate’s previous work experience to the assignment description in the
customer’s RFQ/SOW.
• Required education degrees and/or certifications.
The resume submitted to our customer is always the original and unedited version as presented by the
candidate. We do not ‘dress up’ or customize the resume to fit the job and submit only those resumes
that are consistent with the customer’s requirements. The candidate’s resume is also a sample of a
candidate’s communication and presentation skills.
4. Interviews and interview criteria
A subject-matter expert conducts an in-depth evaluation of each candidate and reviews relevant samples
of work, if applicable, in order to determine:
• Accuracy of certifications, experience, and knowledge presented in the resume.
• Working knowledge of a particular area of expertise.
• Candidate’s problem-solving skills.
• Other requirements as stated in the customer’s RFQ/SOW.
The responsible recruiter prepares a profile (submittal) that includes the candidate’s skill matrix
demonstrating the required and preferred skills, indicating at glance:
• Skill level on a scale of 1 to 5 (highest).
3. • Years of experience with the skill.
• Past project/opportunity when the skill was last utilized.
• Candidate’s relevant industry experience.
• Candidate’s education and certifications.
5. Reference checks
We gather at the minimum of two references of candidate’s previous direct supervisors to verify
candidate’s past relevant work experience. The questions asked are open-ended and are mainly targeted
at evaluating candidate’s expertise as it would relate and be beneficial to our customer’s
project/assignment.
The reference forms then submitted to our customer include the unedited verbatim comments and
feedback obtained from the candidate’s past direct supervisors.
6. Employment verification
The skills and experience that Vitaver staff evaluates during the steps described above is also verified.
Vitaver Staffing conducts employment verification on each submitted candidate by contacting the HR
departments of the past 4 (four) employers and confirming candidate’s dates of employment, the position
held and eligibility for re-hire.
7. Fingerprinting
Vitaver Staffing understands that fingerprinting is a mandatory requirement for contractors under FDFS
RFP RLHR-9999-16014. All our temporary employees prior to starting their assignment at the FDFS site
will fingerprint through FDFS approved vendor, MorphoTrust USA, formerly L-1 Enrollment.
Fingerprinting results will then be electronically submitted from FDLE to FDFS.
8. Background check and motor vehicle license verification
Vitaver & Associates, Inc. conducts thorough criminal background check:
• County by county check on court records for all locations where the candidate resided during the
past 10 years.
• Federal court records.
As requested by the customer, Vitaver & Associates Inc. conducts a motor vehicle license verification
and driving record check. In order to do so, we will obtain from the candidate completed and signed
Requester Release and Affidavit of Intent Use form and conduct motor vehicle license verification via the
authorized agency of the state in question.
9. E-Verify process
As a part of our onboarding procedure Vitaver Staffing conducts E-Verify process on every temporary
employee. The E-Verify process begins with a completed form I-9, Employment Eligibility Verification.
Then Vitaver HR manager creates a case in E-Verify using the information from the form I-9.
After information is entered into E-Verify, a case result is provided. Case results can be initial, interim or
final. Every case must reach a final case result before it can be closed. We complete the E-verify process
on every employee and ensure that they are employment authorized. Results are stored and
administered by our trained HR manager.
10. Vitaver operational reliance formula
The team consists of three account executives, HR manager, two accounting specialists, staffing
manager, 20 recruiters and sourcers. The team’s efforts and compliance with all requirements and
processes of the contract are supervised by president and CEO.
Vitaver Staffing recruiters and sourcers are full-time resources, and are fully equipped to respond to all
RFQs and SOWs from the customers as frequently as they are issued. Our recruiters take an extensive
and comprehensive 120-hour sourcing/recruiting training course, developed and conducted by corporate
team leaders and corporate trainers, which covers each customers’ processes and procedures, their
unique environment, technologies, preferences and sourcing processes.
Regardless of the deadline assigned by the customer, Vitaver Staffing ensures that we are ready to
submit our top candidates within 72 hours after the RFQ/SOW is issued.
Three Vitaver Staffing recruiting team leaders (with over 3-years tenure each) and Vitaver Staffing
manager (with over 7-year tenure) ensure quality control of each proposed profile and select only the
4. resumes that meet and exceed required skillset and possess relevant industry experience and the soft
skills that would benefit our customers. Only the top few qualified candidates whose certifications, skills
and background have been thoroughly verified are forwarded to our customers for review.
Customers throughout the State of Florida receive full support from three assigned account executives
in person, via emails, over the phone or via any other preferred means of communication. Vitaver Staffing
account executives conduct scheduled visits to ensure that our resources are performing to meet and
exceed customers’ expectations.
Vitaver Staffing administration team, which consists of two accounting specialists, HR manager and
training manager are dedicated to ensure accuracy and speed in the purchase order processing, payroll
of all our temporary personnel, invoicing, and onboarding/offboarding procedures.
Every temporary employee assigned to work on customer’s site attests his/her acceptance of the work
assignment and commitment to customer’s assignment in the following executed documentation:
• The customer’s SOW: the candidate is required to sign a copy of the SOW that will become part
of his/her contract, attesting to his/her ability and willingness to perform that SOW with certainty.
This important document becomes an integral part of the candidate’s employment agreement.
• Standard Agreement: this document establishes the remuneration, working conditions,
termination clauses, responsibilities and duties including the responsibility to stay on the job until
the project is finished, survivability of certain obligations (i.e. NDA), property return policy, security
policy, non-use of the customer’s resources for personal needs, copyright, and patent protection
of any inventions for the customer, creation, etc.
• Vitaver Staffing Standard Code of Conduct and Workplace Safety policy.
11. Remedying staff performance issues
Performance measurement and reporting
Vitaver Staffing utilizes an efficient internal reporting system to monitor temporary employees’
performance, the quality and quantity of the hours delivered throughout the entire assignment with the
customer, and the customer’s satisfaction with Vitaver Staffing’s services.
The assigned account executive conducts regularly scheduled employee performance evaluations and
customer satisfaction interviews throughout the duration of each assignment by means of direct
conversations with the stakeholders as well as open and anonymous surveys to detect any possible
issues and ensure the best quality services are being delivered to the customer to help the assignment
stay on time and budget.
In case of any issues, our local assigned account executive will meet with the customer immediately to
discuss the issue and take necessary corrective action.
Guarantee
Vitaver Staffing guarantees that the assigned temporary employees that Vitaver Staffing recruits and
assigns to customer possess the qualifications the customer requested and are fully capable of
completing the assigned tasks and deliverables on time. If customer finds that the qualifications or general
work-related behavior of Vitaver Staffing’s employee do not match their expectations and lets Vitaver
Staffing know within 32 work hours, Vitaver Staffing will not charge for the first 32 hours of the assignment
and will make reasonable efforts to replace the temporary employee immediately.
If our customer is not satisfied with quality and quantity of Vitaver Staffing temporary employees’ services
at any time throughout the assignment duration, they simply do not sign the timesheet for these hours.
Vitaver Staffing will not charge the customer for such hours and will immediately act on correcting the
deficiency in the performance of the contract by offering a replacement candidate.
Replacement
Should there be a need, Vitaver Staffing will replace the temporary employee whose work does not meet
the requirements and customer-defined specifications immediately (within 48 hours maximum) with a
suitable candidate based on the feedback received from customer and will comply fully with customer’s
replacement terms and conditions.