Who is STProfessionals?
Spin-off from STLogics 10 years of staff augmentation Application Development, Big Data, QA, Mobile
Professional Jobs Evolved from hearing the needs and frustrations of the clients
Certain skills are hard to find The market is fighting over the same talent Good talent is expensive Baby boomers are retiring Preference is for local talent
What is driving the skills gap? Gaps in education Gaps in wage expectation More complex roles Educational institutions not able to keep up with new knowledge
and tools
Embraced this challenge and looked at it as an opportunity to adapt to the market and provide clients more value; thus Talent Connect was created as a means to bridge the gap between the employer and professional talent
Why?
Constricted budgets
Agency consolidation
Industry changes
The push to reduce operational costs
The need to improve employee productivity
The need to improve retention
Why?
Untapped pool of professional talent
Intelligent fresh grads seeking meaningful careers
Talented women looking to re-enter the workforce
Professionals seeking career changes
Professionals that have fallen behind in technology
Solutions for your hiring/talent/skills challenges:
External Skills Development (Custom Staffing)
Internal Skills Development
( In House Skills Upgrade) Identify the Challenge
Assess Determine Job Tasks, Duties,
KPI’s etc. Pre-requisites for external
resource Determine hire arrangement
Fee Arrangements: Contract, Contract to hire, Direct Hire
Analyze, Present Data Source Externally Upgrade Skills Deploy
Identify the Challenge
Assess
Determine Job Tasks, Duties,
KPI’s etc.
Analyze, Present Data
Train and Develop Existing
Talent
Client responsible for training
cost
STProfessionals Approach
4 Stag
e Model
Stage 1
•Business Assessment
Stage 2
•Candidate Search
Stage 3
•Skills UpgradeStage 4
•Deployment
External IT Skills Development Examples
.NET Dynamics CRM Systems Administrator Systems Engineer Help Desk Jr. Systems Administrator Project Manager Program Manager Business Analyst Project Manager Cobol Programmer .NET or Java Developer Architect Manual Tester Automation Tester Java Hadoop Java BPM Business Analyst Scrum Master Windows Admin Linux Admin Unix Admin AIX Admin
QA Analyst Interest in .NET Skills upgrade: asp.net,
C#, SQL & advanced .NET Deployed to the State
Department of Health
Custom developed a scheduling and claims application
Needed a call center Carefully sourced and
screened individuals Trained within the custom
application, trained on how to answer phones, script, accent training, etc.
Have successfully ran this call center for 2+years
State of Indiana WellPoint/Anthem/LCP
We already know this model works!
Case studies continued: IUHealth Client staff lacked the necessary skillsets to produce
high-level Tableau reports Vendor training cost-prohibitive Assessed and provided solution: a cost-effective advanced
Tableau training course Our Tableau trainer spent 15 hours Tableau users were able to:
Build advanced chart types and visualizations Build complex calculations to manipulate data Work with statistics and statistical techniques Work with parameters and input controls Implement advanced geographic mapping techniques and use
custom images and geo coding to build spatial visualizations of non-geographic data
Build better dashboards using techniques for guided analytics, interactive dashboard design and visual best practices
THE FINANICAL IMPACT: This is a way to get good talent within your budget for a sustained period of time
According to CareerBuilder, on average, employers lose more than $14,000 for every job that stays vacant for 3 months or $4,666 per month
Loss of productivity
Delays in projects and timelines
Loss of captured revenue
Overworked staff
Financial LossThe impact to your organization
FINANCIAL INCENTIVE
MID LEVEL .NET DEVELOPER FOR STATE OF INDIANA $84.00/HOUR
OUR .NET DEVELOPER (FORMER QA) Bill at $60/HOUR
YEARLY SAVINGS OF $49,920= 29% cost reduction
Financial Incentive-larger scale
Scenario: Product Manufacturing Company
Prefers Full Time Direct Hires
Has the following departments: HR, Finance, Sales & Marketing, IT, Supply Chain Management
RoleDepartm
ent/Function
Status Quo (US median
annual salary)
STP Solution
cost (average salary) How?
Annual Savings
Systems Engineer IT
$ 97,750.00
$ 78,200.00
Skill upgrade an external Systems Administrator
$ 19,550.00
SAP FICO Consultant Finance
$ 89,000.00
$ 71,200.00
External skill upgrade a financial analyst
$ 17,800.00
Digital Marketing Manager
Sales/Marketing
$ 66,000.00
$ 52,800.00
External skill upgrade a web developer
$ 13,200.00
Supply Chain Manager
Supply Chain
$ 81,378.00
$ 65,102.40
External skills upgrade a Logistics Manager
$ 16,275.60
Total $
334,128.00 $
267,302.40 $
66,825.60
Status Quo vs. STP Solution Cost
Finance
IT
Sales/Marketing
Supply Chain
$0.00 $200,000.00 $400,000.00 $600,000.00
Sum of Status Quo (US median annual salary)Sum of STP Solu-tion cost (average salary)
Business Benefits
Resource Optimization and Cost Reduction 20-30% cost reduction over regular talent
Recruitment Process Simplified Quick Turn Around Time Business Assessment by STProfessionals
Risk Mitigation Manage Attrition
Customized Skills Upgrade
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