Government agencies and many corporations around the United States are required to set aside certain percentages of their budget for diversity qualified vendors. To be a qualified vendor you need the diversity certification, which requires that your business  be at least 51% owned and operated by a qualifying diverse group. This includes American Indian or Alaskan Native, Asian, Black or African American, Native Hawaiian or Other Pacific Islander, Hispanic or Latino; Women; Veterans or Service-Disabled veterans of U.S. Armed Forces.

By partnering with a diverse supplier, you can add numerous benefits and advantages that many don’t realize.

Many diverse companies are small business sized, which means they have a niche in their product and services. They are always looking to get better in that one thing they do. This creates healthy competition, different perspectives and backgrounds. Value is very important to a diverse supplier. This speaks to how they do business with others and their company culture. This creates a transparent relationship with who they do business with.

Not only do they provide value, but they are also able to build custom solutions for a business due to their business size. Bigger companies can struggle to find who to escalate issues or concerns to, but with a small business you are able to speak to someone right away. This allows for a seamless process and you know that you are their top priority when you work with them.

There are over 2.5 million small businesses owned by American military veterans. Amerit Consulting is proud to be one of them.

Amerit Consulting, established in 2002, is a Service-Disabled Veteran Owned Company. We provide the strategy and solutions that power your business on a human scale, from finding and recruiting the right talent to anticipating your company’s’ changing needs. Our innovative consulting and staffing services place quality candidates in top positions as we consistently strive to exceed expectations.

We are committed to working with a network of certified minority, women, Veteran and small business owners to develop an advanced supplier diversity process that accurately represents our commitment to helping small, disadvantaged businesses thrive. Our supplier list reflects a wide network of distinct and varied voices that are often under-represented in business.

Contact us today, to learn how you can partner with a diverse supplier that is committed to impact your business and help you grow.

Data Analytics in MSP-Based Staffing

According to Webster’s dictionary, data is defined  as “factual information (such as measurements or statistics) used as a basis for reasoning, discussion, or calculation”. And there lies the pith of its meaning to the times we live in. In the last few centuries, we figured humans’ five basic senses are all measurable and thus generate data! In last decade or so, new fields of Big Data / Data Science have come into being.

In staffing operations, the business philosophy around a successful recruiting venture is that it’s a combination of Art and Science. ‘Art’ can be said to encapsulate the flairs and strengths of business development, client relations, communication skills, social networking, etc. ‘Science’ helps determine where to apply that ‘Art’ and what to focus on within of that ‘Art’. Art and Science here are synergetic and contention is that quality data and its apt application sharpens decision-making around ‘Science’ part of business.

There’s no end to the variety of data analytics one can go about assessing around Staffing business. For sake of this piece, we’ll keep it around MSP-based staffing. If your operations happen to be engaged with a handful of MSPs where clients have nation-wide footprint / Fortune 1000 listing, you’re mostly dealing with plethora of job orders cutting across many verticals. In order to harmonize business resources with all that incoming business, you need quality data analytics that you can use to take affirmative actions.

Some basic-level data metrics are:

Externally generated:

1. Average job orders received from client in defined time-period (day / week / month)
2. Average job orders received in a given labor category from client in defined time-period
3. Average job orders successfully filled by client in defined time-period
4. Average job orders cancelled by client in defined time-period
5. Average job orders internally filled by client in defined time-period

Internally generated:

1. Average candidate submissions in defined time-period (day / week / month)
2. Average interviews per defined time-period
3. Average offers per defined time-period
4. Average hires per defined time-period
5. Average profit / spread per hire

As mentioned earlier, you can extract myriads of data metrics around business. Take any pair of above, and you are looking at a ratio e.g. (2) divided by (1) is your Average Submission-to-Interview ratio.

So, next step is to establish a set of guidelines that can help effectively go about the body of data metrics you want in place. Here’s a few:

• Internal Score carding: Once a business has reached a certain scale, principles of time-management don’t afford you the leeway of hearing out every individual in workforce. A well-defined internal scorecard structured around a set of data metrics helps quantify and thus qualify workforce and their productivity.
• External Scorecarding: MSPs often use scorecards, essentially a tabulation of a bunch of data metrics that client considers to be of significance for success, for rating vendors. While a strong scorecard rating has benefit of bringing laurels to vendor from client, converse side is that a series of mediocre scorecards are used by clients for vendor streamlining i.e. to remove vendors they consider non-performing.
• Continuous Improvement: In order to lend meaning to this concept beyond just being an industry buzzword, you need data that you can act on in order to target / design / effectuate / measure the building blocks of framework of continuous improvement.
• Removal of bias: It’s human to be biased. Data metrics are one of your best tools to mitigate the ill-effects of bias in decision-making. Based on modus operandi of business.

Data metrics are generated from data, which in turn is generated, on a tapering scale based on automation in place, from human input. Quality of data metrics is directly correlated to quality of input. It behooves upon managers to continually educate and remind workforce (base-level creators of data) of, to borrow a term from Computer Science, GIGO (garbage in, garbage out).

Remember, there’s always a risk of getting inundated in the ocean of analytics (read ‘paralysis from analysis’); one could end up tending less to the business itself while spending more time & efforts on its measurements.

Take stock of status quo of business to select / build your data metrics. As status quo changes, so should the kind of data metrics of interest. As example, if Hiring Source costs are on the rise, that’s a strong reason to build data metrics around costs of different Hiring Sources (job boards / social media / networking / referrals, etc.) and their ROI.

Though it has taken to to the end to make mention of this all-important but matter-of-fact truth, data analytics alone wouldn’t ever do the trick! Their main role is to lend you a window of optics into opportunities / challenges surrounding the business.

Karan Bandesha, Director of Operations

The Most Important Part of Recruiting…Retention

Today, recruiters are finding new methods in their process to find the right talent due to this tight labor market. Hiring an employee is only the first step. For a company, it is important when you find the right talent that you are also making sure you are keeping them engaged. Hiring, training and managing employees can be expensive and it can be even more expensive if you have to keep re-training new employees.  Building awareness of the importance of keeping a workforce engaged/retained will be key to overall company growth.

Below are key essential ways to help retain your employees:

Management: The most important aspect of keeping a workforce engaged is the quality of management they are getting. Management is a key driver, and you should use clear communication and expectations from the start. Having regular check-ins with management is a great way to keep employees engaged and you can listen to any concerns or find ways to help them grow.

Training: Training is very important to employees. They want to continue to develop their key skills and be able to grow into other positions within the company. Showing succession planning or a clear path of where they could end up is a great way to motivate them and encourage company growth internally.

Feedback and Suggestions: Allowing employees to give feedback and suggestions will help employees feel important, engaged and empowered. They also are great assets on internal problems that are occurring and can give innovated solutions for the issues that may be happening or arising.

Perks, Perks and More Perks: Office perks are a great way to keep employees engaged. Bring in donuts on Friday, offer flexible schedules, happy hours, catered lunches, etc., all of which helps employees understand that you value them in the organization. Afterall, you need them to run your company smoothly. Reward them with some fun perks!

For more recruiting tips, click here. 

Today and every day, we are grateful to all the men and women who have served our country and risked their lives to protect us. Military veterans can be a tremendous asset to a company as most are natural born leaders. However, it can be difficult for veterans to find work as they transition back to civilian life. This sometimes is due to employers not being able to translate their military experience to civilian experience.

At Amerit Consulting, we have dedicated recruiters that have obtained Certified Military Recruiter Certifications (CMR) that help to understand and translate military hard and soft skills to civilian work. It also helps to effectively market, attract and retain military candidates. This has created a lot more opportunities for veterans and allows us to find them a perfect position.

Our president, Ian Wagemann, served in the United States Army as an airborne Infantryman. He has a passion to help veterans achieve success. When asked about why you should hire a veteran, he told us “Veterans are a great asset to any firm because they have demonstrated a track record of proven success. Their past performance includes leadership and the ability to clearly communicate to the team to overcome adversity. The men and women that I served with possessed the grit that it takes to set goals and accomplish the mission. Last but certainly among the most important reason that we search out veterans is that they possess the same values that we have at Amerit. On the top of the list is integrity, commitment and loyalty. Veteran’s “Why” is continued selfless service and we are honored to have them on our team.”

Below are top three reasons to hire a veteran:

Teamwork: Military duties in general usually involve working with others. This allows them to understand how to work well in a group setting and work well on a team. They are exposed to different types of personalities and backgrounds, which allows them to easily cooperate with anyone.

Leadership: Veterans understand leadership and respect it. They have been led by strong mentors and are able to lead by example. They know how to effectively communicate and achieve one common goal. They value and respect others which makes them great leaders in the workplace and in everyday life.

Performance: Veterans have great work ethic. They  are sincere with their work and want to perform at the top level. They respect procedures and value accountability. They understand how to work with limited resources and how to accomplish priorities with right schedules. They are used to working under pressure and take pride in making sure their work is done right.

For a business to be successful, it needs to understand its customers and what those customers need. You will want to do your research and focus on the key data points. Don’t make assumptions about the customer’s preferences as this is not a smart business practice. By getting to know your customers, you will clearly understand how to better their business and sell it.

Research, Research and More Research: Do your research on the company. I know you hear this all the time, but it is a crucial step in getting to know your customers. You want to make sure you know their values, culture, business goals and the benefits they bring to their customers. This will allow you to correctly and successfully meet their needs and exceed their expectations.

Communication: With how technology is evolving in the workplace, we sometimes lose touch with face to face communication with one another. The way we communicate is changing. Many times, people would rather just email, text message or iChat. Although these are still productive ways of communicating, not to mention the quick response, it’s still important to communicate in person. Having face to face communication allows you to watch body language, build closer relationships and enhance trust and credibility.

Satisfaction Surveys: Sending out surveys are a great way to get feedback on how you are doing. You are able to get honest opinions from your customers and learn what you need to improve on. It also strongly demonstrates to your customers that you value their feedback and that you are willing to make some changes that they feel you might lack. This also lets you and the client grow together and build a better relationship.

Understanding your customers can take time but you must be willing to go that extra mile to ensure you really do know them and will use the correct methods to help them grow. At Amerit Consulting, we don’t just plug in some data and call it a day. We get to know your business goals and company culture so we can help you make smarter choices, grow your organization and maintain a happy staff. If you are looking for a partner that values your needs, contact us today to see how we can help you.

Company Culture is one of the most important aspects of a company. It has been talked about for years but sometimes it’s deprioritized. With the workplace evolving every year, it has become more important than ever to make this a high priority for your workplace environment.

As a business owner, it is up to you to create the standard culture you see your company being. The best way to start is to identify key values you want the direction of your culture to be. At Amerit Consulting, we live by our four core company values which are transparency, empowerment, philanthropy and goal focus. These values help shape our company and allow our employees to set standards in the workplace.

Not only will setting key values help you set the direction of your culture, but it also will help with brand awareness. Identifying who you are as a company drives your image and makes you special.

In today’s world, jobs are not just paychecks. Employees want to make a difference in the world. In addition, they want the time they spend at work to be meaningful. Having a solid company culture can create a positive impact on a workplace environment. Before you start a new employee, it’s important to ensure they are aware of the values and fit with the culture and structure. Having employees that are happy to work at your company will make them work harder and be more productive. It will also make employees want to stay with you longer.

Not only is it important for business owners to make this a priority but candidates need to make sure they are choosing the right position and company. Before you interview for a job, you should do your research on the company. Check out their website, social media, reviews, and if you have mutual friends that work there, ask them about the culture. In the Interview, ask the right questions. The interviewer will most likely ask you questions to determine if you fit with the culture. You should ask them to describe it. This will help you pinpoint the key values.

Company culture is important and whether you are a business owner or a candidate, you should always make sure you are making it a priority. It helps with the success of the company and overall health of the environment.

How to Get a Career in Cybersecurity

Cybersecurity is one of the fastest growing jobs in the technology industry. With a prediction of over 3.5 million job openings by 2021, it comes to no surprise that it will continue to keep growing. This is an attractive field and we will see more and more people want to enter it.

Whether you are entry level, mid- level, or advanced, you will want to have the right schooling, certifications, skills and experience to land your dream job.

Below are key areas you will want to focus on to land your next career in cybersecurity.

Learn, Learn, Learn: It is crucial in cybersecurity that you continue to learn and gain more strengths and skills. If you are entry level, a great way to see what certifications you need to obtain would be to look at job descriptions and look at the skills they require to start. For mid-level to advance, it is important that you continue to be up to date with your skills. As this field keeps growing, so will changes to it. You do not want to be out of date with skills or certifications.

 Network: Networking is one of the most important things any job seeker should do. Talking to people you know in the field can be very beneficial to you. It is also a great resource to see the latest trends and see what you need to do to land your perfect job.

Area of Focus: The field of cybersecurity is very broad. It will be important to be specialized in a certain area, which is very appealing to an employer.

A career in cybersecurity is outstanding, but it is very important to be highly skilled and well educated in order to stand out and be attractive to employers.

If you are looking for a career in cybersecurity, please reach out to us and check out our latest job openings in cybersecurity.

The Future of AI in a Workplace

The idea of Artificial Intelligence (AI) in a workplace has always been a futuristic thought. However, technology is already a large part of workplaces today and we will continue to see more development in the next few years. The idea of AI has always been exciting for the potential of improvements it can make in business efficiencies, productivity and accuracy. However, the fear of robots replacing humans has always been a common threat.

With the new developments, AI is creating a more positive buzz around workplace environments and we see it becoming very useful for job functions today.

AI has been most helpful and efficient in the hiring process. With new technologies such as Textio, Montage and Stella, it has allowed for a faster and improved recruitment process.

These new technologies have developed the ability to create job descriptions, schedules interviews, and helped to match qualified candidates to open jobs. These efficiencies have allowed the recruiters to focus on more important tasks and provide them with a quicker hiring process.

Not only has it helped the hiring process, but it also has eliminated administrative tasks that seem tedious. There are a lot of tasks we do in a day and AI has developed ways to help us eliminate those tasks. These tasks include scheduling meetings with co-workers and potential clients, recording meeting notes, social media automation, tips on effective communication and more.

With these new advantages, AI is said to create 133 million new roles, with 73 million being replaced by 2022. This means that we will see some roles being replaced due to new technology growing but we will see new jobs created because of it.

Jobs are changing and they will continue to change every day. We as employers need to understand the changes that can occur and how it will impact us. Will AI be our future? By looking at how it has developed in the last few years, I think so.

Cybersecurity Certifications 2019

With over 2,000 cybersecurity breaches last year, cybersecurity candidates have become very much in demand. According to Cyber Seek, there are about 302,000 job openings in the cybersecurity space and around 769,000 cyber security professionals employed in the US. It will come to no surprise that we will see these numbers continue to grow.

The demand for cyber security positions means there is intense competition to recruit and find the best candidates available. Not only do you want to make sure they do the basics, but they have also further expanded their skills. These candidates will help companies maintain security, so they want the best.

Cybersecurity professionals are not just looking for an average position. They want to find  companies that offer the best challenges. They want to use the skills they learned to grow or enhance systems.

If you are looking to get into the cybersecurity space, you may want to get ahead of the game with your skills. Companies are looking for the best qualified candidates for this professional.

According to Business News Daily. These are the top cyber security certifications to pursue if you are looking to enhance your skills and expertise:

1. CET: Certified Ethical Hacker

This certification educates you to understand the weakness and vulnerability in IT systems.

       Cost of Exam:$1,199

2. CISM: Certified Information Security Manager

This certification advances your security risk management and program development skills.

       Cost of Exam: $760

3. CompTIA Security

This certification helps entry level candidates the fundamentals of technical skills, risk, IT management and more.

Cost of Exam: $339

4. GIAC Security Essentials (GSEC)

This certification helps entry level candidates furthers the enhancement of security principles.

Cost of Exam: $769

5. OSCP: Offensive Security Certified Professional

This certification is an ethical hacking certification that teaches testing methodology.

Cost of Exam: $800

Candidate experience is crucial to any recruiting and hiring process. With unemployment so low, it is more important than ever to ensure that your potential candidates are recognizing both your brand and your company values in a positive way. From the first intake call to the final offer, a candidate experience is the best way to showcase a positive outlook on the overall job opportunity.

Below are key areas that are important for candidate interaction:

Transparency is key to any candidate experience. Whether you are recruiting for a position or going over new hire paperwork, it is important for you to keep the process transparent. It sounds simple, but there have been issues with recruiters not giving a candidate all of the information about a job. Then, when they get hired, they find it is completely different than what they had been told. Full transparency builds trust and makes a candidate want to work with you again and refer other people to work with you as well.

Reputation is a big reason someone has reached out to you, whether they looked you up online or a friend referred them to you. It is crucial in this day and age to project a good online reputation. We live in a world that is driven by social media. You will want a positive online presence in order for people to want to work with you. If you offer a positive experience to a candidate, they are more likely to tell their friends to call you. If a candidate has a bad experience, they will most likely tell their friends not to call you.

Technology is a also a big driver of a candidate’s overall experience. Candidates want an easy and simple process when they are applying or filling out new hire paperwork. If the technology is cumbersome or difficult to understand, they will give up and you may lose a potential rock star of a candidate. Creating a simplified process will allow you to gain more candidates and create an expedited recruiting process.

At Amerit Consulting, we feel that candidate experience is one of the basic pillars of our business. We like to give a candidate that “White Glove” treatment from the recruiting process to the offer letter to the end of the assignment. Our mission is to connect with talent and get to know them and their career goals. We call ourselves the “match makers” for employment services. We want to correctly match your goals and expectations with top companies we work with around the globe. If you are looking for your next career, contact us today.