At JDM we believe that finding and hiring the best and brightest people is not accomplished with a single approach, but rather by using several different methods. Our strategy is to consistently be looking and finding the best people, not matter what the current needs are.

JDM utilizes referrals from our existing diverse consultant base. Our excellent reputation in the industry for hiring the best talent allows us to involve these individuals in recommending and recruiting other colleagues that they have worked with in the past.

We are also heavily connected in technical and industry user groups. We have found that being involved with these key organizations (PMI, Java User Group, IORG, Open Source, Automation Alley, etc) gives us access to individuals who are passionate about their particular area of expertise.

In addition, we use online based resources to find qualified candidates. These include subscriptions to the largest technology specific resume search engines. Our staff is also heavily involved in the fast growing professional online networks like LinkedIn, Jigsaw and The Ladders. These professional networking resources are going to continue to grow and are an excellent avenue for finding and attracting the best talent.

Once a potential candidate is identified, we have a very robust and demanding 7-step vetting process to ensure the candidates skills and experience match the expectation of our clients.

• Step 1. Our recruiters contact the candidate and conduct an interview that centers on interpersonal skills. This includes both verbal and written communications skills, and is focused on the overall interaction with the candidate. This session also helps determine the candidate's requirements, expectations, and seriousness of joining a new organization that will further their career.
• Step 2. Initial background and reference checks completed to ensure the candidate has a solid track record and verify the candidates experience level.
• Step 3. Technical interview is conducted with one our internal subject matter experts for the technology that is needed. And, for specific technology assessments we leverage Brainbench to administer a subject-based skills test to determine overall proficiency, basic knowledge of the subject, depth of practical experience, ability to apply knowledge in complex technical situations, and work speed and accuracy. The Brainbench real-time evaluations are fast, cost-effective and targeted to the needs of specific jobs. Brainbench screening helps take the guesswork out of IT hiring, while simplifying the entire recruiting process.
• Step 4. If candidate has been approved by JDM, the client at this point has the ability to ask questions related to the candidates credentials and resume, prior to spending time on a formal interview.
• Step 5. Candidate is scheduled for interview with the client staff. This interview gives the client the opportunity to meet the candidate and ask specific questions in order to validate the candidate will be a fit on the team.
• Step 6. Feedback is gathered from both the client and the candidate, to validate each side agrees there is a match on both skills and expectations.
• Step 7. Final background checks and drug testing are done, prior to the candidate starting at the client site.