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. Described in Section ‘,STAFING RESOURCE MANAGEMENT PLAN’ • Describe Respondent’s employment screening processes that contain the following elements: Respondent’s employment standards (The minimum standards the Respondent requires its employees to follow). Described in Section OUR EMPLOYEE STANDARDS How the Respondent validates staff’s resume stated education. Described in Section OUR STAFF ACQUISITION PROCEDURES How the Respondent determines which staff fit the State’s Job Title Description and/or Request for Quote criteria. Described in Section EMPLOYEE ACQUISITION STRATEGY How Respondent will implement required Resume Self-Certification Form (Contract Exhibit G). Described in Section Implementing Resume Self-Certification Form How the Respondent will conduct interviews and include interview criteria. Described in Section ‘OUR INTERVIEW STRUCTURE’ How the Respondent will conduct reference checks on staff. Described in Section ‘How Inteliblue performs reference checks on staff’ How will Respondent have staff demonstrate their experience prior to submission to State as candidate for a Request for Quote? Described in Section EMPLOYEE ACQUISITION STRATEGY - How Inteliblue demonstrates the candidates experience before profile submission Describe Respondent’s Operational Formula to ensure staffing availability for IT Staff Augmentation services. Described in Section ‘OPERATIONAL FORMULA TO ENSURE STAFFING’ Describe Respondent’s ability to remedy staff performance issues. Described in Section ‘ADDRESSING STAFF PERFORMANCE ISSUES’ Describe Respondent’s ability to ensure its employees protect confidential information. Described in Section ‘PRIVACY AND CONFIDENTIALITY’ Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. Described in Section Described in Section ‘How Inteliblue timely accommodates customer’s job designation with special status and background screening’
Respondent’s Proposed Employment Procedures. Staffing Plan Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. Attracting and retaining the best talent in the marketplace is one of the greatest challenges faced by our clients. CAI is in the staffing and consulting business, with a primary focus on IT-related positions. Our recruiting model is based on identifying, screening, and placing technical personnel. In Florida, we have local recruiting staff who focus on filling requirements within the state by maintaining an active pipeline of candidates. XXX’s dedicated, in-house staff recruit by working in conjunction with account managers to deliver the right candidate at the right time. After publicizing potential or actual openings in several online resources, we prescreen, interview, and test candidates to determine their technical, aptitude, and behavioral fit, described below. We identify candidates from a variety of sources: the Internet (we subscribe to most, if not all, of the well-known employment sites), media advertising (newspaper and online), radio advertising, career fairs, external recruiting agencies, college recruiting programs, etc. We also maintain an employee referral program that has proven to be an excellent source of qualified candidates. Networking is also fundamental to effective sourcing. Our recruiters actively seek out and build relationships with top IT professionals, user groups, high tech associations, alumni associations, etc. College recruiting is an important component to our candidate sourcing strategy. We have a fully developed college recruiting program. As a result, our recruiters xxxxxx relationships with students, career development centers, professors, and administrators. In terms of the quality of the individual staff, we use a screening and testing process (below) to ensure we present only self-motivated, reliable, and service-oriented IT professionals. Our focus is on local hires, i.e., individuals already located in the local geography of the position, but our recruiting team also has access to national talent willing to move to the designated location. In terms of mechanics of providing staff, we will follow the eQuote process described in the RFP, along with specifics of the Request for Quote (RFQ), to be defined by the Contracting Officer who releases the RFQ. This includes utilizing MyFloridaMarketPlace (MFMP) Sourcing for State customers who use it and electronic mail for those who do not. Screening Processes Florida Department ...
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:
