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RFP NO. 20-124 (7N'F JI"NI Information Technology As -Needed Professional Services Infojini utilize the following Talent assessment/ screening process to ensure we submit the best fit: CUSTOMIZED INOTIAL TECHNICAL BEHAVIORAL BACKGROUND AS,SESSMENT TEST PHOIVUE SCREENING ASSESSMENT BY SME ' ALUIi TIN BY AM VERIFICATION ��a�;r,i�.,dp�r�tr�w'rw Iu.Fasee'� `P.n�m,.er�f'„rrr,Pt'�u� f:'hrdi ,'W�f4.: wWran ��rIP�'°.� C,"ili �,&� a.':'s�.l�"kM1 k��5�i� 1�, �Yif.„',�'ff�'✓�'1 rug. N rw,WL gar r� �ni i,�� or w. ,Io,', 6 [cwf1 TALENT ASSESSMENT PROCESS Figure 7- Screening process xii. Description of Proposer's methods used to assess and confirm candidate's technology skills knowledge, experience, work habits, interpersonal skills, etc. We have a thorough screening process that delivers quality and properly credentialed candidates perfectly suited to meet the needs of the City. Our talent pool database consists of candidates across the United States and has a separate database of the local consultants in Santa Ana Area, each evaluated vigorously for their technical expertise, soft skills, and domain knowledge. We utilize screening tools such as IKM Testing, ProveIT and IKM Testing for thoroughly screening the skills of the candidates. Our entire recruitment team conducts a four -step screening process to ensure that the resource is a perfect match for the client's requirement: 1. Technical Screening To ensure the quality of the candidate, our domain expert recruiters short-list qualified resumes matching the Skill Matrix developed by the Recruitment Manager. The Infojini proprietary Question Bank includes thousands of questions across technologies, skillset and domains. To shortlist potential candidates, our recruiters evaluate each candidate and they go through a thorough interview process; with job position specific questionnaire; their relevant experience, review of the candidate's work history, aptitude and behavioral skills, application and resume, and competency tests appropriate for the job role. As a second step, our recruitment team conducts various online assessments based on the nature of the job and client's requirements. In online job specific assessment, the candidates are asked a series of situational questions to gauge their critical thinking skills based on the skills matrix, the work history, and depending upon the interview passing score, the candidate qualifies for the next level of screening. At the next stage, the SMEs conduct the second level of resume screening and candidate assessment with the help of questionnaires, Yd-parry testing tools depending on the skillset and level of experience, conduct in person or video interviews of potential candidates. These SMEs Infojini Inc. Response � 56 Microsoft'� r ,�, �� rr 1W)�"°^1f � b r le r