Item 14 - Agreements for As-Needed Information Technology Services

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RFP NO. 20-124 CONAFJINJ Information Technology As -Needed Professional Services .,.�.,,,�............. Infojini utilize the following Talent assessment/ screening process to ensure we submit the best fit: L7 CUSTOMIZED INITIAL TECHNICAL BEHAVIORAL BACKGROUND ASSESSMENT TEST PHONE SCREENING ASSESSMENT BY SME EVALUATION BY AM VERIFICATION Recruitment Team Senior recruiter Our SME conducts Our account our verification sends customized conducts initial thorough technical manager conducts team conducts assessment test screening on phone evaluation behavioral evoluctlan reference, employment based on jut) role history, education checks etc. 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 ma t c h f o r t h e c l i e n t' s r e q u i r e m e 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 t he c a n d i d a t e' s wor k hi s t or y, apt i t competency tests appropriate for the job role. As a second step, our recruitment team conducts various online assessments based on the nature of t he j ob and cl i e n t ' s r e q u i r e m e n t s. I n 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, 3rd-party testing tools depending on the skillset and level of experience, conduct in person or video interviews of potential candidates. These SMEs u d e o n 1 Infojim Inc. Response - 56 Microsofit . ;�r,,r� �,. Partner earl ner