Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services.
Respondent’s Proposed Employment Procedures. 1.1 Describe Respondent’s plan to provide staff for IT Staff Augmentation Services.
Step 1: Requirement Assessment - Initially after gathering the complete information and thorough understanding of the requirement, we create a job on JobDiva (CRM/ATS) with complete details and assign it to the recruiter. Step 2: Sourcing (Internal/External) Resource - Based on the requirement, our talent acquisition specialists formulate their recruiting plan for sourcing the best suitable resource available in the market. Our various sources for job xxxx includes internal Amzur databases, Amzur bench resources, recruitment of passive searchers from non-Amzur client entities, Job Portals, local job postings, personal references, user groups/forums, Employment Blogs, Social Media Networks such as LinkedIn, Facebook, Twitter, GitHub etc along with our most sophisticated computer database retrieval systems in the industry to Amzur’s Response to Information Technology Staff Augmentation Services – 3rd Bid
Step 3: Technical Screening - Based on the position requirements; candidates with desired profiles are pre-screened to ensure surface-level fitting the areas of work experience, education, certifications, availability, work status and training. The skill set matrix prepared as per the requirement is then verified to ensure the candidates meet all the mandates and requirements. We do a three level screening- 1) Basic screening- this is done by the recruiter at the time of sourcing the profiles 2) Initial screening
Step 4: Initial Agreement with the consultant - Before presenting the candidate to our client, he/she understands and agrees with Amzur's benefits, compensation plan, client we are submitting the resume to etc. All presented Amzur candidates sign our standard Right-to-Represent form to ensure mutual representative agreement. We realize that effective communication with both our consultants and our clients is the key to a successful business relationship. ATI has a policy that no resumes will be submitted to State of Florida for review, until we have performed an interview, confirmed the candidate’s availability for the particular job, have an agreement of the direct labor rate and the candidate's approval.
Step 5: Client Interviews - We arrange candidate interviews directly with the client's personnel once we have accomplished a positive evaluation of the candidate. An initial phone interview is typically arranged, followed by a face-to-face interview – though we fol...
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. Tech-Span’s Staff Augmentation Hire Process Flowchart Describe Respondent’s employment screening processes Level 5 (E): Exceptional Level 4 (EE): Exceeds expectations
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:
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 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. 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. IT Staff Augmentation Services Plan The DXC Plan
Respondent’s Proposed Employment Procedures. Describe Respondent’s plan to provide staff for IT Staff Augmentation Services. ZTI Contract Management Plan for this Contract: For this IT staff augmentation services contract, we are proposing our government vertical qualified and equally experienced Account Manager who would lead our project management team to support this contract and would be physically located nearby to the State facility location to manage this contract immediately after the award of this contract. We have established an on-bench team of more than 100 SME’s and more than 80 account management staff including senior recruiters dedicated to serve the State of FL region client needs. Each of these SME’s have a minimum of 7 years of experience in their domain and certified in their competency specifically servicing the IT staffing services mentioned in this RFP. Each of these team personal has proven capability by successfully meeting the IT staffing service needs for State government agencies in the past. We assure 24X7X365 support to the State to ensure that all requirement and concern raised would be addressed soon, resolved on priority. We constantly measured our services every quarter against stringent metrics like tasks delivered/pending, issues raised/closed, hire ratio, response rate & time, process deviations, early assignment delivered among others. We are committed to ensure complete ongoing participation in the IT staff augmentation services program and guarantee at all time a response rate of not less than 100% for all deliverables required by the State.
Respondent’s Proposed Employment Procedures. Staffing Plan Screening Processes Pre-Employment SCREENING DESCRIPTION
Respondent’s Proposed Employment Procedures. A.1 GCOM PLAN TO PROVIDE STAFF FOR IT STAFF AUGMENTATION SERVICES
A.1 Describe Respondent’s plan to provide staff for IT Staff Augmentation Services.
Respondent’s Proposed Employment Procedures. Describe Respondent’s employment screening processes The first step in our recruiting journey is Requirements Definition. Once our team fully understands the project need, our next step is to begin our candidate identification (marketing) and screening process (vetting). nexus IT group Employees Receive The Following Benefits
