TALENT CONNECT PROGRAM

“Bridging the gap between employers and talent”

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

Why STProfessionals?

Helps solve challenges right now! Quick turn-around Cost-effective solution Different approach to cultivate and retain

your internal talent Different approach to use and develop great

talent that already exists in the market Helps with the baby boomer retirement

concern