Service Methodology


Our staffing team is comprised of individuals with diverse backgrounds. Our staff consists of people with extensive recruiting experience along with expertise in the technical skills. Our unique blend of experience creates an excellent environment for sound recruiting practices along with firsthand knowledge of technical and business requirements. As a result our staffing model stands out from many recruiting agencies.

1. Review Job Requirement

One of our recruiters reviews the job requirements with our client. The aim is to gain a thorough understanding of the job description, the work environment, and company benefits. The more we know about the job and your company, the easier it is for us to attract qualified candidates and "sell" them on working for your company.

2. Search for Candidates

Once we gain a clear understanding of the Job Requirements, our Account Manager with his team of recruiters begins to search for qualified candidates. We have our own database of candidates that we review first. These are candidates that have already been interviewed for past positions or are referrals. We believe in taking a difficult but effective route to the sourcing process where our recruiters go through an intensive process of reviewing over 100 candidate profiles per job order to finally come up with the top 2 or 3 best qualified local/regional candidates. We feel that in order to find the best possible match it is required to go through hundreds of profiles & only then can a staffing company shortlist the best ones.

We have successfully placed candidates via referrals, internal database, networking, and passive candidate searching via social media networks, job board searching, job posting and more. For each job order we make sure all the above methods to recruit are made use of and we never compromise on the same. Our turnaround time to find a potential match is anywhere from an hour to a couple of business days.

3. Screen Qualified Candidates

Once we identify and shortlist qualified candidates, we begin the interview process. We interview candidates not only for technical qualifications, but also for soft skills, such as work ethics, personality, communication skills, and information that would be relevant to matching a candidate to a job and the company.

4. Technical Screening

During the interview process, if we determine that the technical portion of the interview requires a more detailed technical screening, we take the assistance of internal engineers and consultants.

5. Review Job Requirements & Company Profile with Candidate

During the interview process, if we feel that a person is a strong candidate for the job position, we expand the interview to include selling points in working for a company. We focus on benefits, work environment, technical environment, and any other outstanding characteristics of your company.

6. Present Top Candidate to Client

Once we identify qualified candidates and we obtain candidates' permission to submit their resume and forward the resume to the client.

7. Schedule Interview

NCS schedules a telephonic interview or an in-person interview with the client. We work with our clients to determine the interviewing process that is the most efficient. We also assist the client and candidate in negotiating the salary.

Once the interview is done we proactively follow up with the client & if the results are positive then present an offer, do an intensive background check & drug test which is in strict compliance with the federal requirements & start the on boarding process.






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