We have a 4 tier hiring process,

Step 1: the first step is to filter all the resumes that have been received for a particular post. The short listing at this stage is done on the basis of relevance to the task at hand. Which would include the total industrial experience in years, relevant experience in years, skill set relevancy etc.

Step 2: Is the first interview with our HR resources, the objective of this interview is to determine the cultural fit within the organizational cultural and ensure that no discrepancies exist. This is also the step where the English in particular and communication skills in general are rated and only the ones falling at the minimum acceptable levels are recommended for further interviews.

Step 3: This is the technical interview, it tests the resource's basic and fundamental programming and technical skills, various techniques are used to ensure that a true picture of the resource's skill is made available. Programming assignments, challenging tasks etc are used to gauge the relevance of the resource for the project.

Step 4: the final interview is with the project manager and the team lead of the particular project that the resource will be assigned to. Objective here is to ensure that the team fit exists and to create a common acceptable level between the managers of the project and the resource.

In addition to the process with regard to specific job postings, a continuous process of finding the best resources in the market is in place. This is done mainly through references; the best of the best resources are identified and pro-actively solicited for employment with E2E. Active solicitation and a stringent hiring process ensure that the pool of resources available at E2E is one of the best.