While technology can enhance competitive advantage, people are an enterprise’s only renewable asset. IT leaders must think strategically about how to manage their workforce to ensure they are positioned to deliver and ready to respond to emerging IT trends.

It is a mistake to assume IT talent acquisition begins with a job opening. In fact, effective talent attraction strategies are rooted in a comprehensive and realistic view of the local IT market.

IT Resource Management Expertise

Only with insight into where the top IT professionals are, what they earn, when they are available and what it takes to attract and retain them will you capture the attention of top consultants and compel them to work for you rather than your competitors.

We understand that there are many factors driving the supply and demand for top IT professionals in the local labor market. That is why market analytics are an integral and foundational stage of our proprietary Staffing Quality Process

Our Perspective

Through our base of internal employees, we speak with number of IT professionals and meet them face-to-face every week, providing us one of the largest IT recruiting networks in the world. Our relationships with 81 percent of the IT workforce, in tandem with our proprietary research and deep local market knowledge of more than 400 Metropolitan Statistical Areas, enable us to offer educated insight into local IT labor market trends. It also positions us to consult with our clients on the most effective talent acquisition strategies—those that will quickly and effectively attract the best IT professionals to fulfil your most hard-to-find skills.

Effective Workforce Planning

As an IT Resource Management Expert partner, we can do more than just fill your open positions—we can help you with many aspects of workforce planning, including:

• Reviewing, updating and aligning IT workforce strategy with IT and business goals
• Conducting comparative delivery model analysis to determine the appropriate workforce models needed to achieve your goals
• Conducting comparative market analysis so you can consider your resource planning options across multiple markets
• Performing local industry employment analysis so you know which industries are adding or eliminating jobs in the markets where you do business
• Analyzing IT skill set employment so you can understand actual and relative measures of local talent supply
• Providing insight into local and national wages so you can identify opportunities and risks, relative to compensation
• Identifying IT and business skill gaps by conducting skills inventory
• Developing needed IT and business skills through education and training
• Identifying IT project-based workforce needs for the short and long term
• Determining appropriate IT staffing levels for the short and long term
• Developing IT talent pipelines and strategies to ensure needs are met
• Connecting you with other local contacts who have implemented similar technologies so you can learn best practices as you develop your project and resource plans
• Evaluating your Employee Value Proposition (EVP) to ensure you can effectively attract and retain the top IT professionals