At Avesta, we strive to recruit employees with a
minimum of 4 years professional Information Technology
experience and an educational background in Computer
Engineering or Computer Science from a credited
or recognized 4-year University program. A careful
skills and experience review is conducted, where
consultants receive a thorough technical evaluation
and background check.
Testing and Screening Procedures
Reference checks and Technical Screening:
Every potential recruit is required to provide us
with a minimum of 3 job references and a detailed
employment history of a minimum of 10 years. Avesta
then contacts the references provided by the individual.
During this process the individuals job performance
and reliability is confirmed. A thorough technical
review of the individual is conducted by our technical
staff, who determine the individual's strengths
and weakness in a particular skill set with a series
of standardized and personalized tests.
Background Checks: Avesta retains agencies
like HireRight.com that specialize in providing
services such as security and background checks,
immigration history and criminal history. Every
potential recruit is required to provide us with
a minimum of 3 job references and a detailed employment
history of a minimum of 10 years. Avesta then contacts
the references provided by the individual. During
this process the individual's reliability is confirmed.
Recruiting Process: Step One: Every potential
recruit is required to provide us with a minimum
of 3 job references and a detailed employment history
of a minimum of 10 years. Job applicants are initially
interviewed at our recruitment offices. Step Two: After passing
the initial interview they are put through a series
of 'Aptitude' and 'Personality' tests. During this
time, Avesta contacts the references provided by
the individual. Through this process the individuals
job performance and reliability is confirmed.
Step Three: A comprehensive
technical review of the individual is conducted
by our technical staff, who determine the individual's
strengths and weaknesses in a particular skill set
with a series of standardized and personalized tests.
Step Four: Upon passing
this technical evaluation the individual undergoes
a final interview, the outcome of which determines
his acceptance to the team.
Step Five: A senior
employee or an existing Practice Manager then mentors
the individual in his skill.
