Our Search Process
Give us a job requirement and here's what we'll do:
Review our database
We'll review our large, existing database of Thai IT professionals to find potential candidates with the appropriate qualifications. Additionally, we're always encouraging those already in our database with targeted phone calls and mailings, to refer us the names of current and former co-workers, managers, and subordinates with exceptional skills.
Targeted Research
With so many years of IT recruitment under our belt, mention a specific technical skill or software package and we probably know at least half a dozen other companies using the same technology. Our researchers will start making discreet calls (only to those companies which aren't ISM customers, of course) searching for potential candidates. Once we have their resumes and bring them in for interviews, we can evaluate if they match our current requirements.
Generic advertisements
We run a constantly changing series of online ads seeking candidates with skills that are in overall "hot" demand. These ads do not identify a specific client, but are more generic, describing only the skill sets and background required. Our experience is that this approach generates a much larger response than the traditional classified ad format ("Our client, a major multinational firm, seeks…..") that most agencies still use.
On-line search
Just to be sure that we don't miss any "gems", we also subscribe to a few internet-based resume posting services, where we can keep an eye out for potential candidates whom we might want to contact.
How we evaluate candidates
Before recommending a candidate, ISM evaluates his or her suitability in the following ways.
Personal interview
Each candidate is interviewed by one or more ISM staff, to determine the specifics of their prior work experience. This includes extensive technical discussion about the candidate's experience with the software packages and/or development tools that he or she has worked with. It also focuses on evaluating the candidate's "intangible" skills, such as how they present themselves, their self confidence, their problem solving ability, and so on. Senior candidates are often met by 2 or 3 different interviewers. When English language skills are part of the job criteria, the candidate is met by a native English speaker.
Technical assessment
To evaluate technical skills for which the level of knowledge can be clearly measured, ISM uses online technical tests from the US. We have over 300 different and specific skill categories available, and we can combine them into job-specific assessments that match the exact skill set you need.
Reference checks
ISM contacts former co-workers, managers, and subordinates of the candidates to confirm the details of their work experience, and to probe for strengths or weaknesses which might be relevant to the position being filled. Because of our large, existing pool and our long history, we often know several potential references for a candidate in addition to those names the candidate gives us.
