The traditional break/fix model is broken. Historically, when technology stops functioning as it should, companies outsource vendors to come in and fix it, then the service provider bills for services on-demand. This reactionary way of thinking can lead to delays and setbacks, not to mention the potential vulnerability to security. All
Talent 101 does things differently.
We don’t do break and fix. With our managed services model, we offer a proactive approach to your project management and IT decision making. We don’t offer a staffing model or staffing management model. Instead, our managed services operate under a delivery model. That means we’re not contracted based on how many staff members we provide, but the number of projects we complete for our clients. Our extensive experience and innovative thinking help us drive down cost and increase efficiency for our clients. We help mitigate risks associated with contractors and agreements for SOW projects while increasing productivity.
We offer all the strategy and functions for improving your operations and cutting expenses. From scope to delivery, we handle managed services contracts that include:
As a hiring manager, you’ll often face the challenging decision of choosing between multiple highly qualified candidates for one open role. And once you’ve made your selection and sent a job offer, you’ll have to break the news to the candidates who didn’t make the cut. Without careful planning and sensitivity, these rejections can leave candidates with a negative impression of your organization.
While it may be easier to send a curt rejection response, impersonal communications can hurt your company’s reputation and affect your ability to attract top engineering talent in the future. Even if you’ve already made your hiring decision, putting some extra thought into rejection calls or emails can open opportunities for future job openings or contract work.
In this article, we’ll explore a few simple ways to create a considerate (and painless) experience when rejecting engineering candidates.
In March, the USB Implementers Forums (USB-IF) announced the USB4, the latest version of the popular connector. Although the full specifications haven’t been released, the standard is expected to be faster, better equipped, and more standardized than all previous versions.
Hiring top engineers and chip experts in today’s competitive and candidate-driven job market can be challenging. From crafting tailored job descriptions to coordinating technical interviews, each step in the hiring process requires careful consideration. And with changes in technology and shifting demographics, hiring managers need new, creative ways to find and attract qualified candidates. Over time, you may feel your once tried-and-true efforts are losing their effectiveness.
If your current strategies aren’t performing to your standards, considering new perspectives can help you refresh your hiring tactics and access top talent.
Here are three simple ways to rethink some hiring practices: