Our Recruitment Philosohy

We believe that every search assignment is a placement of trust by our clients to find them the best candidate, and a placement of confidence by our candidates to find them the best fitting job. To promote a successful search we aim to live up to both expectations by our governing beliefs and following our principles.

Confidentiality
Clients' identification is not revealed till a matching of candidates' specifications has been established. In the same manner, candidates' identities are held secret until they have been short-listed. No competitive information is revealed between clients and between candidates. Confidential information received from clients is used only for purposes of conducting the assignment and disclosed only to those individuals within the firm, or potential candidates who need to know the information

Integrity
We respect the clients' expectations and reasons for initiating a search and understand the candidates' motives for moving. We believe in securing fair deals for both clients and candidates in terms of monetary rewards, which are fair and consistent with skills, expected contribution and professional caliber. Integrity of our processes and people, safeguards the interest of our clients and candidates.

Professionalism
Each step of our search is carried out with the highest level of professionalism. Accuracy in finding the right candidates saves time for clients (in terms of job counseling and retraining) and a good career fit for candidates, meaning good performance and success. In trying to achieve high accuracy, we believe in taking time to understand the nature of the job, candidates' real versus perceived skills sets, the hiring organizations' culture and belief systems, and candidates' career motivations. We avoid presenting simultaneously the same candidate to more than one client.

Transparency
We accept only those assignments that will not adversely affect our objectivity and integrity. Any limitations arising through relationships with other clients that may affect our ability to perform the search assignment or any business or personal relationships with candidates that might affect or appear to affect our objectivity in conducting the assignment are disclosed to the client. We present information about the client, the position, and the candidate honestly and factually, and include reservations that are pertinent and important to the assignment.

Screening process

To screen candidates, O2F has a two-phased pre-qualification process.

First, we use a structured interview process for a candidate that is analogous to the customer interview process to assess each candidate in all pertinent areas like technical capabilities, communications skills, and other required attributes (e.g., ability to work overtime, willingness to travel / relocate  etc.). Where appropriate, work samples are obtained from candidates, and are carefully reviewed for adequacy and merit with respect to requirements.

In the second phase, we perform extensive reference checks. Each candidate is required to provide a professional references. If/as needed, O2F conducts follow-up with candidates and/or customers to ensure that the most beneficial matches are made.

Methods

O2F utilizes several tools and methods to find qualified applicants, including:

In-house Database – O2F has its own internal database containing resumes for virtually all IT and telecommunications skill sets, spanning multiple labor categories and experience levels. This database is updated on a continuing basis.

Referrals - A great many applicants are identified by referrals from our staff. Because our staff is happy with our services, they are quite willing to use their personal networks to identify candidates for us. We also offer incentives to our staff for referrals to reward their efforts.

Corporate Website - All positions are posted on our corporate Web site. Our efforts to make this site easy to use will also contribute to our success in recruiting qualified applicants.