By providing a challenging work environment, Espire attracts and retains the best talent. Great care is taken to recruit the right fit for our open positions in India and abroad. We continuously revise and modify our recruitment strategies to attract the right kind of candidates within the shortest time span.

Sourcing of Manpower: The Resource Management Group (RMG) identifies potential candidates through a strong network of internal as well external recruiters for inducting experienced manpower at various levels in the organization, and also through campus selection from reputed Universities, Technology Institutes and Business Schools.

Process of Selection: The selection process starts with the identification and screening of resumes against the requirements, followed by a written test (upto a certain level) and personal interview. The interview panelists assess the short listed candidates on various parameters like job knowledge, aptitude, analytical and logical ability, target orientation, motivation, personality and communication, leadership skills, growth potential, etc.
The detailed process is as follows:

1. Identification of the skill set
   We shortlist suitable candidates from our databank as per the internal / external requirements. We have a ready databank of IT professionals that meet various criteria. We also carry out special recruitment efforts for specific needs. For these special cases we give advertisement's in reputed website as well newspaper, in the classified sections published in all major cities. Sometimes events like walk-in interviews are also organized.
   
2. Preliminary Evaluation
   The preliminary evaluation stage aims at verifying the general suitability of the candidate for the on-site assignments at hand.
   
3. Communication Skills
   Candidates are first interviewed telephonically for minimum communication capability, their interest and suitability for the job then only are they invited with the latest copy of their resume, supporting documents, passport and two passport size color photographs to go into the depth of their profile.
   
4. Technical Evaluation
   A candidate is short-listed for Technical Evaluation only if he/she clears the preliminary evaluation stage and the profile matches with the requirement. Technical evaluation in itself is a systematic and elaborate process.
   
5. Rating
   There is a formal evaluation procedure for each of these above-mentioned steps. Candidates have to pass a technical interview and a technical communication test, failing which he/she ceases to qualify.
   
6. Final Approval
   The candidates found suitable for the assignments are short-listed. In certain cases, whenever required client representatives take a final interview with the short listed candidates and based on their inputs the candidates are finalized and only then is the final offer made.
   

Espire Process Flow Related to Recruitment

Screening & Security Clearances: The selection process is followed by a detailed reference check of the candidate through which an attempt is made to gain as much information as possible. This exercise is conducted in-house by HR, but sometimes the services of a professional agency is hired for this purpose depending upon the criticality of the position.

Induction & Orientation: We organize an Induction program for all the new joinees to ensure that they get an opportunity to understand the company better, and familiarize themselves with the systems, processes and policies of the organization.