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Evaluation Process

“Finding a new career path was unnerving to say the least, especially when I had been in my current position for the past 10 years, but Intellectual Capital took a very professional approach to my job search. A representative met with me on several occasions to carefully listen to what I was looking for in my next job and matched me with potential companies that best met my needs and desires for the betterment of my career. ICAP's network is extensive, and their relationships are well respected in the community. I would strongly recommend Intellectual Capital as a tool to use in any career search.”
- Julie Parrott
 

Candidate Review

  • During Candidate Review, ICAP obtains general background information on the individual's current employment situation, technical skill set, business skill set, current salary and salary expectations, geographical preference, and type of employment sought. This disciplined and detailed process provides the ICAP recruiter pertinent information to determine whether the candidate has the overall fit to move into our next Review stage.

Intraview

  • The Intraview process allows the recruiter to compile a complete career profile on the candidate that cannot be established through the candidate's resume or the information requested for on the Candidate Information Sheet. The information reviewed during this piece of the process includes a thorough account of past projects, a detailed salary history, an overview of technical and personal strengths and challenges, and a defined career path including technical project goals, desired working environments and compensation packages. Professionalism makes him or her a viable candidate for our clients. While most agencies' review process is completed here, ICAP's just begins.

Technical Reference Review

  • Each candidate's technical knowledge is put to the test by either an interview with an ICAP technical consultant or an online exam or both. Three reference checks are always performed prior to any submittal and are always obtained at the supervisory level. While reference checks do focus on the candidate's technical acumen, special attention is paid to characteristics that cannot be derived from a resume. These include:

    • Communication skills
    • Leadership skills
    • Advancement abilities
    • Information processing skills
    • Dedication
    • Ability to work within a team
    • Ability to work independently
    • Best ways to manage the candidate

Resource Review

  • After all Candidate Profiles that match the opportunity are reviewed, the ICAP staff makes a decision as to which candidates will be presented. The focus on this stage is to find candidates who have technical, interpersonal and career goals that best meet your opportunity. The value of this stage taking place after the review stages is the ability to present a candidate based on a true match of technical and interpersonal skills, rather than a match out of sheer convenience.

Candidate Presentation

  • During the final stage, an ICAP representative presents the candidate to our client. Information regarding the candidate's technical expertise along with interpersonal skill sets and career aspirations are also provided. Feedback is solicited by ICAP regarding the candidate to better understand the expectations and nuances of the position and our client's organization.