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Screening Processes
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Systems Engineering Services Corporation hires only full-time employees using a rigorous technical and professional screening process to ensure clients receive the best possible match for each specific need.
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YOUR SUCCESS depends on the QUALITY of the TEAM!
Recruiting is one of SES' most vital functions.
Our revenue, reputation, and ultimately our success depend upon the competence and integrity of our consultants.
Technical and Professional Screening:
SES hires only full-time employees using a rigorous technical and professional screening process we affectionately call the "gauntlet."
Prior to employment, each candidate has passed technical tests, team interviews, and met with at least 50% of our management team.
This way, before you invest in SES candidates for your specific tasks or projects, we have qualified them to be long-term, full-time SES employees.
This ensures you receive the best possible fit for your specific need, thus saving you time and money.
Equal Employment Opportunity:
SES is an Equal Opportunity Employer.
All employees and applicants for employment receive fair and equal consideration and treatment, regardless of race, religion, color, national origin, sex, age, disability, physical handicap, marital status, or veteran status.
Our recruiting process includes the use of a database of information technology experts with a wide variety of skills.
This database contains information on qualified candidates who have been sourced and screened by SES recruiters, and includes their job history, references, resumés, performance record, pay rates, strengths, weaknesses, and travel availability.
This allows us to quickly respond to our clients’ requirements with consistent quality throughout all our branch offices.
SES follows a six step recruiting process:
- Sourcing:
SES recruiters continuously develop a network of qualified professionals through our web site, open houses, newspaper advertising, national publication advertising, Internet advertising, staff and candidate referrals, bonus programs, job fairs, direct sourcing, and internal SES branch to branch referrals.
- Screening Interviews:
SES recruiters conduct extensive screening interviews to learn about a candidate’s background, identify their skills, understand the candidate’s personal needs and aspirations, and determine if there is a "match" between their interests, SES, and an available position.
- Skills Assessment and Testing:
Each applicant completes written quizzes, plus an automated, on-line technical evaluation to validate areas of expertise, skill level, and logical reasoning.
On-line technical skill scores are compared to national averages and only top-tier candidates are considered further.
- Team Interview:
A team interview gathers more information about the candidate, validates the candidate’s technical and business skills, further qualifies the "match" for SES and the specific customer assignment, and provides an opportunity for the candidate to question other SES consultants.
This team consists of technical specialists familiar with the needed skill sets and when possible, from the target client site.
This technical peer group decides whether to recommend the candidate be hired by SES.
- Reference Checking:
To ensure quality of character and mastery of skills, candidate references are checked prior to beginning employment at SES.
The reference check serves to validate information gained through the prior process steps.
A minimum of three references are checked for each candidate.
- Presenting the Offer:
If the technical team, SES Account Manager, and Recruiter recommend a candidate be hired, and the references are supportive, a full-time SES employment offer is extended with the SES Branch Vice President’s approval.
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