Prodigy Recruitment consultants.

We are what we repeatedly do. Excellence then is not an act, but a habit.

- Aristotle.
I know of no more encouraging fact than the unquestionable ability of man to elevate his life by conscious endeavor.

- Henry David Thoreau
The greatest achievement of the human spirit is to live up to one’s opportunities and make the most of one’s resources.

- Vauvenargues
Three sentence for getting success-
a) Know more than other.
b) Work more than other.
c) Expect less than other.

- William Shakespeare
There is no substitute for hard work.

- Thomas Alva Edison.

Clients

Prodigy Recruitment Consultants employs a comprehensive, yet streamlined approach, to understand each client's culture, needs and specific position requirements. Each search strategy is customised, addressing the specific needs of the assignment and incorporating best search practices. The process is thorough and systematic. As the process reaches conclusion, we remain closely involved to ensure the interests of all parties are unified. Our search process generally entails the following steps:

Step I: Collection of Information

	Discuss and understand the company's culture, business, vision/mission, strategic objectives, etc. from the company management.
	Discuss and understand the position's KRA’s compensation and other key points.
	Discuss and understand the personal and technical qualifications required to make a candidate the "right fit."
	Discuss and understand the company's interview process, methods and timeframes.

Step II: Consultation and Agreement

	Discuss our advice regarding responsibilities, requirements and compensation based upon our recruitment expertise and industry knowledge.
	Present a summary of the position's responsibilities, requirements, compensation, and interview process.
	Obtain your agreement with our understanding.
	Discuss time frames for the search.

Step III: Searching and Researching

	Design a search strategy, allocate our resources, and assign responsibility to execute the strategy.
	Identify the right sourcing grounds.
	Ensure sufficient leverage from the website applications to add to profiles obtained through research and headhunting.
	Interview and assess identified candidates.
	Maintain a candidate’s internal database through networking with candidates and client contacts.

Step IV: Client Interviews and Feedback

	Select and present the most qualified and interested candidates along with reasons for recommendation.
	Coordinate initial and subsequent (if necessary) client interviews.
	Obtain and share client and candidate feedback from initial and subsequent interviews.

Step V: Final Selection and Offer

	Provide our advice regarding candidate assessments, interest levels, compensation expectations and any other relevant areas to assist the company in their decision process.
	Identify and address any outstanding questions or issues with the company's top candidate(s) to increase the likelihood of a quick acceptance of their intended offer.
	Ensure acceptance of offer by the candidate and his subsequent joining on the agreed date.
	Maintain sufficient backups to handle any last minute fall-outs.

Step VI: Follow-up

	Maintain regular contact over the first few months with the company and the candidate after the candidate is on board.
	Follow-up with the client and the candidate to bridge expectation gaps (if any), resolve any dis-agreement areas through immediate corrective action.

Candidates

Prodigy Recruitment Consultants believes that the full potential of individuals can be realized only if they understand what they are capable of and are given the right opportunity to channelise their abilities. We are fully conscious of our moral responsibility towards a candidate’s career and ensure that great care is exercised in assessing the candidate’s experiences, proficiencies and career objectives and matching it with requirements of the role. Typically, a candidate undergoes the following process during his interactions with us:

Step I: Interview and Assessment

	Discuss and understand your short-term and long-term career goals, interest areas, emotional needs, etc.
	Review your skills, experiences and accomplishments.
	Discuss and understand other important criteria (i.e. compensation, location, industries...), you will consider when evaluating potential positions
	Determine if your profile potentially matches any currently open positions with our clients.
	Proceed to the "Consultation and Advice” step if there is a potential match.
	Proceed to the “Continuous Communication and Career Counseling" step if there is not a potential match.

Step II: Consultation and Advice

	Provide you our advice regarding the competitive options available to you that will help you attain your short-term and long-term career goals.
	Help you evaluate the options objectively against your criteria (i.e. type of positions and responsibilities, industries, locations, compensation levels, etc.) with our consultant expertise and industry knowledge.

Step III: Matching with current open positions

	Scan our clients' current open positions and determine if there are any matches with your profile.
	Discuss any matches with you before proceeding to represent your case to the client we've decided to pursue.
	Proceed to the "Interviewing Step" for matches resulting in interviews. Obtain and discuss client feedback with you for proceedings that don't result in an interview.

Step IV: Client Interviews

	Coordinate and set up interviews with our clients.
	Assist you with preparing for a successful interview by educating you about the client, the company, its vision and providing clarity over the role and client’s expectations.
	Obtain the client's feedback to share with you, and obtain your feedback to share with the client.

Step V: Offer and Follow-up

	Provide you with our insights and advice in evaluating potential offers.
	Provide you with our insights and advice regarding negotiating for a competitive compensation package.
	Coordinate logistics and communication during the resignation and joining process between you and the client.
	Help you in get settled in your new role and fill up expectation gaps (if any) through a dialogue with the client/candidate