Respondent’s Proposed Employment Procedures. A.1 Describe Respondent’s Plan to Provide Staff for IT Staff Augmentation Services Various methods of sourcing must be conducted when attempting to attract a diverse pool of candidates to fill positions. Normally, such methods include conducting a thorough search of our internal database; searching and utilizing internet job databases and resources; advertising in the Employee Referral Program; posting job vacancies using the internet and print advertisements; attending job fairs, trade shows, and HR/Recruiting related functions; and contacting staffing agencies. Resumes are reviewed and screened by the Recruiting Department and/or Hiring Manager. SoftHQ successfully completes the above processes and fulfils any open position within 1 business day. SoftHQ will supervise, control and shall take appropriate action to address in a timely manner through disciplinary action, performance counselling, and additional training, to rectify any performance or conduct problems identified by the client relating to the assigned employees. In the event that the employee is unable to fulfil his job duties or into a conduct problem we will provide a replacement within 7 business days for non-critical positions. We understand the importance of availability and will have additional staff trained and ready to back up existing resources in case of any unforeseen emergencies for mission critical programs and projects. These additional resources can also be used on an as-needed basis during peak times or for supplemental coverage as needed and to maximize flexibility and efficiency. We will provide the client with a staffing plan that includes on-call and backup resources for surge or emergency situations. We will take appropriate measures to provide 24/7/365 coverage, if required by the client. In an event where SoftHQ fails to place a temporary employee within the mutually agreed time, SoftHQ will utilize its Active Partnerships with technology and non-technology specific vendors (subcontractor capabilities) to place the candidate within 36 hours. SoftHQ gives the quality of resource and time of turnaround a much higher consideration than the profitability/margin on that one resource. Our average time required to identify an appropriate resource upon receipt of a client request is following: Tasks Responsibilities Recruitment Timeline (Number of Hours) <=2 2- 8 8- 12 12- 16 16- 20 20- 48* Note: These are examples of steps. Each situation may be different
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. IPCS has an efficient staff augmentation service delivery model supported by strong organizational infrastructure and operational capability. Our experienced recruiters with technology background bring years of extensive experience in identifying and providing right resources for matching qualification and skills needs from a large resource of well-qualified and experienced candidates. Supporting the staff augmentation requirements of many Agencies across the Country, IPCS practices rapid recruiting every day. Our plan for staff augmentation services includes following elements as part of our quality service delivery: • We have a strong recruiting team dedicated to each state with many years of combined IT recruiting experience, and trained in active and passive candidate identification, screening and faster recruiting. • Our recruiting process involves round the clock vetting of candidates, and making decisions based on our defined criteria for selection - stay topped up in recruiting the best talent matching Agency needs. • We utilize our internal proprietary database to check and identify candidates who are available and matching the qualifications/skills for each work request. • We use websites/portals, electronic boards, user groups and social media continually to develop ‘resources pipeline’ for service categories - helping us creating a large pool of local talent pool in each state. • We recruit highly educated, skilled, multi-lingual and highly motivated professionals. • We are committed to responding to each work request on time and in quality manner in line with the submittal stipulations for each work request. • We make our proposed candidates available for interviews on the agreed to date and time. • We are committed to making available our resources on time • We provide talent for both on-site and off-site project needs. • Our Project Management Office (PMO) provides customizable and sustainable operational support, candidate engagement performance monitoring, and quality service delivery to Agency stakeholders. We xxxxxx stewardship, flexibility, and efficiency within fields such as project steering, organization and methodology. Specifically related to local markets, our staff augmentation team has expert knowledge in the tech industry and in local job markets that enables them finding the right IT professionals for both short and long term project engagements. W...
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services.
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. • Describe Respondent’s employment screening processes that contain the following elements: o Respondent’s employment standards (the minimum performance standards and that the Respondent requires of its employees and subcontractors.) o How the Respondent validates staff’s resume stated education. o How the Respondent determines which staff fit the State’s Job Title Description and/or Request for Quote criteria. o How Respondent will implement required Resume Self-Certification Form (Contract Exhibit G). o How the Respondent will conduct interviews and include interview criteria. o How the Respondent will conduct reference checks on staff. o How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote. • Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. • Describe Respondent’s ability to remedy staff performance issues. • Describe Respondent’s ability to ensure its employees protect confidential information. • Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. Following a thorough review and understanding of the client requirements our recruitment staff follows a rigorous quality process to ensure client expectations are exceeded. While speed to market is important, every step in our sourcing and recruiting strategy is centered around quality first. Our sourcing tools are amongst the best in the industry starting with our talent database containing over 50,000 technically qualified consultants within the IT/ERP space. In addition, one of our first steps is to consider our Redeployment Program which allows us to provide proven CherryRoad talent to support client requirements. Moreover, we have invested in the top recruitment tools such as LinkedIn Recruiter, Monster, Dice, Indeed, and ZipRecruiter. Our technical recruitment staff is trained and highly savvy in the social recruitment strategies while being well connected in various professional networks. Most important to note, a large percentage of our submits and placements come from our own CherryRoad staff as part of our referral program offering a new talent pool that comes to us with experienced references. Finally, we take pride in a program that we call our Preferred Provider Program where we have vett...
Respondent’s Proposed Employment Procedures. RKV has a long history of state government experience and has been successfully providing staff augmentation resources to clients for many years. We believe our experience with government staff augmentation projects, our experienced resources, and our vast network of reliable subcontractors will provide valuable resources to fill the Florida staff augmentation requests. The single most important element of RKV’s business is its people. We recognize our ability to successfully attract, retain, and motivate a high-quality workforce, as well as the ability to engage strategic partners, is paramount in creating customer satisfaction. In the current fiscal environment, we understand there is significant competition for seasoned professionals and our company’s future success is directly dependent upon our skilled resources with the advanced technical skills necessary to perform the services we offer. RKV approaches recruitment with the goal of hiring only the most talented resources, including subcontract staff. RKV will provide sufficient resources to staffing requests through full time RKV employee assignments, vendor relationships and through subcontracting allies. In order to ensure the needs of the State of Florida are fully met, and RKV is able to respond to the majority of requests issued, RKV has built strong subcontracting relationships to meet current and future needs. Together with the subcontractor staff, RKV has a long history of selecting the right resource who is highly qualified and knowledgeable. Employment Screening Processes RKV understands the value of having great resources available when a staffing augmentation request is issued. We have strict employment standards with a standardized process in place which ensures every resource’s communication, knowledge, skills, and ability are evaluated and the best resource for the position is presented. RKV requires every resource to meet, at minimum, the following four employment standards. All resources must be verified to work in the United States through the Federal E-Verify process. Resources must have the ability to communicate effectively, both orally and in writing. In addition, every resource must possess a bachelor’s degree or have equivalent experience. Finally, all resources must have acceptable background screen results before placement. RKV has high employment standards and validates staff resumes during the first interview. We also have a multi-step employment process with identity chec...
Respondent’s Proposed Employment Procedures. IT Staff Augmentation Services Plan Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. The DXC Plan The DXC plan to provide staff for Florida’s IT Staff Augmentation services starts with a project organization that provides: Central point of contact for responding to Requests Established process for locating and assigning the best of DXC to each individual engagement Through the processes described below, DXC will help Florida agencies in their respective missions in the following ways: Increased speed in the deployment of needed resources Relieve skillset gaps Reduce operating cost pressure through temporary resources, as needed and only when needed.
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. • Describe Respondent’s employment screening processes that contain the following elements: o Respondent’s employment standards (The minimum standards the Respondent requires its employees to follow). o How the Respondent validates staff’s resume stated education. o How the Respondent determines which staff fit the State’s Job Title Description and/or Request for Quote criteria. o How Respondent will implement required Resume Self-Certification Form (Contract Exhibit G). o How the Respondent will conduct interviews and include interview criteria. o How the Respondent will conduct reference checks on staff. o How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote. •
Respondent’s Proposed Employment Procedures. The following paragraphs describe Team Interlink’s proposal for the State of Florida (State) Information Staffing Resource Management Plan outlined in Section 5.3.2 of the Information Technology Staff Augmentation Services RFP (RFP). • Providing Staff for IT Staff Augmentation Services Team Interlink finds prospective candidates using a variety of marketing strategies including referrals, Corp- to-Corp, LinkedIn, networking events, user groups, conferences, marketing campaigns, online advertising and direct recruiting strategies. We also rely on our evaluation of each candidate’s skills, references, technical test results, notes from Customer interviews and interpretations from our direct experience with the candidate. • Employment Screening Processes Video Pre-Screening Instead of relying solely on the resumé, Team Interlink integrates Video Pre-Screening and Code Testing into the initial interview of a potential candidate. We screen each candidate through the same process with no expense or time required from our customers. The video interview process is a valuable tool in clearly demonstrating the interviewee’s communication skills and confidence level. The resulting video is stored in the candidate’s file and, upon request, shared with the state agency. For many customers, our Video Pre- screening has replaced on-site interviews. This expedites the hiring process and streamlines decision- making. We have standard questions that are always asked during an interview (listed below under Interview Process). However, questions are tailored based on the job description as well as feedback from the customer. Code Testing The code testing portion of the video interview is based on the requirements of the job title. We have designed the code testing based on multiple platforms including those listed below: Bash Haskell Python 3 C Java Ruby 1.8 C# Java 10 Ruby 1.9 C# (.Net Core) 2.0 JavaScript Ruby 2.4 C++ Lua Scala Clisp OCaml Scheme Clojure Objective-C 2.0 Xxxxx D PHP Tcl Go Perl Guile Python An example code test question might be 'Please write us a program in Java Script that will display 100 numbers in the Fibonacci sequence'. The candidate is given a time allowance (usually 30 minutes). The content entered into the coding screen is recorded, both visually and textually. It is evaluated for accuracy and uniqueness to verify that the candidate has not copied text from another source. Below is an example of our Code Testing process.
Respondent’s Proposed Employment Procedures. Incorporated in 2004, Abacus Service Corporation (Abacus) has established itself as a global staffing company that offers top quality workforce solutions. We have successfully provided IT staff augmentation services to many government and Fortune 500 clients. With over 13 years of experience, we have developed processes and adapted to industry’s best practices to meet and exceed our client’s expectations. Abacus has a strategic step-by-step methodology for recruiting, screening and monitoring the employees for its client across varies industries. Our recruiting methods, both targeted and broad-based, pull in large number of candidates for each position. We rely on the expertise of our specialized recruiters, to provide a first-pass screening to maximize the effectiveness of the hiring manager’s time. Our Staffing Strategy is driven by recruitment process as shown in the figure below.
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. At Acara, we believe that effective recruiting begins with a strong recruiting team. That’s why we provide all of our recruiters with comprehensive and continual training on recruiting, interviewing, and customer service. Acara’s recruiting teams have extensive experience finding qualified personnel for all job types and skill levels, and wide-ranging job types, including IT. As important, we provide them with the sophisticated recruiting tools they need to source qualified candidates quickly, including:
