Making the Most of the Gig Economy Through Strong Partnerships

Scaling Resource Solutions

The buzzword of 2018 could very well be the “gig economy.”  Professionals are changing the way they work – contract work, consulting, freelance, the list goes on. The shift of employment preference can be used to a company’s advantage. Consulting services help companies scale their projects, bringing in the resources they need to complete successful business solutions. The most successful projects include resources that are both technically qualified and fit into the culture and workflow of a team.

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Cray Inc. Case Study

Cray, the global supercomputing technology leader, has been partnering with ESP IT since 2011. ESP IT started working with Cray through Blaine Ebeling, Senior Software Manager. Blaine was searching for engineering consulting talent with very specific experience in Linux Systems. Throughout the years, we at ESP have learned about Cray’s particular technical needs and fantastic work culture, helping them find the strong, self-motivated engineers they’ve needed. In fact, many of the contractors we’ve placed at Cray have converted to full-time roles. Cray reaches out to consulting firms when they’re unable to find resources through their own HR recruiting staff – meaning the roles they send to ESP are especially challenging due to the competitive IT labor market Minnesota is experiencing. We’ve been able to deliver because we took the time to listen and truly understand the skills and traits needed to be a successful team player at Cray. Thanks for the years of partnership and the kind testimonial Blaine! 

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Irish Titan Case Study

Our history with Darin Lynch goes way back. He was once a group manager at ESP Software Services, a division of ESP IT sold to Cotelligent in 1996. Darin started Irish Titan, a company specializing in designing and developing e-commerce platforms, websites, and digital strategy in 2004. Darin and Bob Hildreth (CEO of ESP IT) reconnected several years ago and now talk often to discuss ideas and challenges  they face as leaders of fast-growing entrepreneurial technology companies.

ESP believes that a great culture fit is as paramount to a successful team as a skill fit. We know the Titan team well. We have invested the time on the front end to understand their organizational needs with each hire, and we find the best technical talent to meet those needs. We understand Irish Titan’s unique culture, Darin’s leadership and brand philosophy, and what it means to be a part of the Titan family. That’s why Irish Titan has partnered with ESP IT to help grow their technical team in development and engineering.

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ESP IT and Salesforce: Connecting Salesforce Experts to Twin Cities Companies

Founded in 1999, Salesforce is the first capable cloud-based CRM platform. Through its full suite of apps (covering sales, service, marketing, commerce, and more), Salesforce provides its clients with state-of-the-art analytics to optimize client relationship management. The cloud-based applications of Salesforce also afford clients the possibility of running their businesses from mobile devices.

Salesforce benefits companies by helping to simultaneously manage existing clients and finding new potential customers. A Salesforce expert is a benefit not only to the Tech and Sales Ops departments of a company, but to everyone involved in customer relations. Having a system that places all customers in one easily accessible place makes it possible to treat each as though they are the top priority.

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Screen Top IT Talent For Potential, Not Experience

Sifting through applications is one of the most important first hurdles for an IT hiring manager to overcome in the selection process. Unfortunately, this first step can also be the downfall of the hiring process due to one key mistake: prioritizing applications with greater years of experience instead of looking for contenders whose experience shows potential. Instead of focusing your screening and interviewing energy on selecting the “Most Experienced Candidate,” consider which prospects stand out for their work in the following four categories.

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College Degrees: The Incomplete Picture

Pros and Cons to Consider Before Screening for Your Contract Needs

When a company finds itself in need of an IT pro, hiring managers and IT recruiters begin Collegesifting through a variety of resumes – weeding out candidates based on predetermined requirements for the role they are hoping to fill. In the past, one such requirement has been a consultant’s acquisition of a 4-year degree. However, many new initiatives and developments in the world of IT have necessitated a change in that mode of thinking. While we certainly wouldn’t turn this prerequisite on its head (screening for IT pros without a college degree) in many cases it has become an outdated mode of elimination. So before beginning the search to fill your upcoming contract needs, consider these positives and negatives to an IT pro having or not having a diploma. Doing so can help you make an educated decision about what you’re REALLY looking for, and can help you find the best resource for your needs.

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3 Tips to Engage IT Pros in a Hot Market

3 Tips to Engage IT Pros in a Hot Market

You probably know better than anyone that there’s a shortage of IT talent.  The IT industry is constantly growing and evolving, and the unemployment rate in the tech sector is currently around 3%, so how do you get ahead of your competition to get the skilled IT professionals you need?  It might surprise you, but the IT market and housing market currently have a lot in common. If you’re looking to engage the best IT consultants, you may need to start thinking in terms of buying a house and follow these 3 tips:

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How To Get The Most From Your Skype Interview

skype-interviewIn the same way that seasons change, so do our interviewing practices.  Conducting a Skype interview doesn’t have to be difficult.  Take advantage of the medium and avoid distractions.  Get the most from your Skype interview with these tips:

Turn It Off

One of the easiest mistakes to make while giving Video interviews, or phone interviews for that matter, is to leave other electronics running that distract us from the task at hand: discovering if the person interviewing is a good fit for your company.  Respect your time and theirs by turning off notifications, setting your cell phone to the side, and giving your undivided attention to the interviewee. Don’t miss a key sentence or opportunity to learn more because of an email notification.

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The Casting Call: Sifting through your applicants

directors chairSave your company some time and money by beginning your hiring process on the phone.  Phone interviews can narrow down your applicant list and help you find compatible and qualified employees.  However, giving a phone interview can be just as difficult as being interviewed over the phone.  Take some notes from casting directors to conduct a great phone interview and be sure to do the following 3 things:

1. Prepare the set

Use a headset.Ever get a pain in your neck after a long phone call where you shoved the phone between your ear and your shoulder so you could ferociously take notes?  A director doesn’t follow an actor around with a boom mic or push around a camera; he has a grip for that. So why should you do things the hard way?   Instead, use a headset while giving phone interviews.  This allows you to be hands-free so you can more easily take detailed notes about the phone interview. This will set you up to ask better, more pointed questions in your follow-up, in person, interview.

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An Intra-preneur, an Expert and a First-Timer walk into an interview…

Interview PictureSeeing the resume of a potential hire doesn’t tell you everything about who they are as employees.  You need to know what inspires and drives them. We’ve broken candidates down into three general personas that you will see while hiring to help you decide who will be best for your organization.

Who do you need?

Look at your current team. Focus on who would work best with the people you already have and consider if there are any areas that could be improved. Are there gaps that require an expert? Are you looking for someone to help the company grow from within? Or do you need to add young people to your team to start building your team of future rockstars. When you form the new position and write the job description, consider the traits you need the most.

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