it club gta - working with it recruiters: top strategies in 2015
TRANSCRIPT
Working with Recruiters
Alpana Patel
Slide 2
Agenda
About TEKsystems Working with an AgencyHow it Works Why? Entering the Workforce Industry Trends Questions
Working with a Recruiter
Slide 5
Technical Professional Frustrations
• Do not understand what I do or care about what I am interested in doing
• Call about irrelevant opportunities • No interview preparation or timely feedback• Placed and forgotten – no training or
development opportunities• Can’t count on a single staffing company for
career advancement or continuous employment
Slide 6
Technical Professional Wants
1. Recruiter who can Advance my Career (Consistent Employment)
• Understand requirements• Understand my skills, goals, and interests• Be TP-centric, not req-centric• Engage a rehire process
2. Career Opportunity • Have a variety of opportunities available• Present opportunities that are aligned to my
skills and career goals
3. Lives up to Commitments• Call back• Prepare me for interviews / start• Engage in consistent communication
How We Work
Slide 8
How We Partner with Clients
•Our Client Engagement Model (CEM) positions us to come alongside our clients throughout the problem- solving process and provide the exact level of responsibility and support required to achieve business targets.
5 IMPROVE
Raise the bar. Realize ROI while continually improving how work gets done
4 MOBILIZE
Work the plan.Implement solution leveraging the best resources and delivery models
3 ORGANIZE
Plan the work.Build a comprehensive and quality-focused plan to achieve desired outcomes
2 SOLUTION
Know what’s needed. Understand needs; calibrate solutions and delivery model accordingly
1 ANALYZE
Stay relevant.Ensure service suite is relevant to external industry trends and business drivers
Slide 9
Relationship Management
SourcingStrategy
Customer Knowledge2
Staffing Quality Process®
•Our proprietary Staffing Quality Process® enables us to attract, develop and retain high-performing IT talent.
We know who the top technical professionals are, what they earn, where you can
find them and when they’re available.
We also understand their priorities and what it takes to recruit and retain them.
We take the time to understand your business and IT culture. This enables
us to consultatively assess your service requirements and collaboratively
develop an employee value proposition (EVP) to attract top talent.
By leveraging our massive network of IT professionals and utilizing a
referral-based sourcing strategy, we increase our selectivity and
effectiveness in finding top talent to meet your specific needs.
We personally present you with a fully vetted short list of IT
professionals who match your requirements. All of our candidates are
screened through a robust qualification process—and we can prove it.
Our commitment to ongoing contact drives consultant performance
and retention through project completion. It also allows us to
proactively plan for your upcoming workforce needs.
5
3
4
MarketAnalytics1
* TEKsystems Annual Client and Consultant Satisfaction Survey
Our clients rate TEKsystems 30 percent higher than our
competition*
Screening andSelection
4
Slide 10
Sourcing Strategy
How we find candidates Keywords – Maximize exposure Resume Best Practices
Slide 11
Screening and Selection
References Verification Proper contact information
Meeting with your recruiter STAR Methodology
Slide 12
Relationship Management
•Retaining your top performers requires that employers do two things very well:
TEKsystems’ rating relative to the competition
TEKsystems’ rating relative to the competition
Understand local market dynamics and fair market rates
25%
Understand IT worker’s skills, goals and interests 20%
Understand client’s business today and into the future
18%
Advise on best practices for talent attraction, development and retention
28%
Provide strong onboarding and development opportunities
23%
Provide frequent performance feedback
Continuous Communication
Issue Resolution
28%
26%
Provide a sense of continuous career opportunity
20%
Entering the Workforce
Slide 14
What’s Next?
Contracting VS. Fulltime Incorporation OR Standard Employment How to get incorporated: Online at :
http://strategis.ic.gc.ca/sc_mrksv/corpdir/corpFiling/engdoc/index.html
Name Search ($25.00) or Auto generated name, write the articles online for ($200), Get your Business Number, Create an HST
Trends
Slide 16
2015 Forecast
https://youtu.be/tCnGOx-ybnw
Slide 17
Business Intelligence
“If done effectively organizations can leverage BI to open doors to new markets, better understand existing customers bases and improve effectiveness of marketing and sales campaign” – Jason Hayman, TEKsystems Market Research Manager
Transforming data into meaningful information
Business Discovery tools include: IBM MicroStrategy SAS Oracle Microsoft Domo Infomatica
Slide 18
Cloud Computing
Salesforce, Google Docs, SAP Streamwork, Azure
Benefits: Economies of Scale Reduce spending on Infrastructure (pay as you go) Virtualize your Workforce Streamline Processes Improve Accessibility Monitor more Effectively Less personnel/human capital
Slide 19
Security
“While leveraging trends like BI and cloud provide great benefits for the business, security is a major concern. Cyberspace is a battleground that poses serious threads to the personal information and corporate data businesses manage and collect on a daily basis. The technologies companies invest in are important, but ensuring security IT teams stay current on changing tactics and technologies, like investing in employee training is essential to long term protection” – Jason Hayman, TEKsystems Market Research Manager
When assessing vendors security is a huge factor
Slide 20
Hottest Skillsets
Software DeveloperAgile Coach/Scrum MasterNetwork/Systems AdministratorSecurity/Compliance GovernanceBusiness Intelligence and AnalyticsIT Service Management
