Finding the right talent to manage SAP systems is essential for any business. Since SAP systems are complex and require specific skills, partnering with an SAP recruitment agency can offer significant advantages. Below, discover three key benefits of collaborating with an SAP recruitment agency.
1. Access to a Specialized Network of SAP Talent
An SAP recruitment agency provides access to a vast pool of qualified professionals. Because they focus exclusively on this field, they maintain an extensive database of experienced candidates. Whether you need an SAP consultant, developer, or administrator, an agency can quickly connect you with the right talent.
Furthermore, SAP recruitment agencies have in-depth knowledge of industry professionals. Therefore, they can accurately match your company’s needs with candidates’ skills. This approach ensures that the candidates presented are not only qualified but also a perfect fit for your organization.
2. Significant Time and Efficiency Gains in Recruitment
Recruitment can be a lengthy and complex process, especially for technical roles like those related to SAP. However, by working with an SAP recruitment agency, you can delegate this task, allowing your HR team to focus on other priorities.
In addition to this, agencies possess the necessary tools to screen candidates effectively. They handle pre-selection, initial interviews, and reference checks. As a result, you’ll only meet with the most qualified candidates, making the recruitment process faster and more efficient.
3. Personalized Recruitment Advice Tailored to SAP Needs
SAP recruitment agencies don’t just provide candidates; they also offer tailored advice and solutions for your recruitment needs. Given their deep understanding of the SAP market, they can identify trends and candidate expectations.
Moreover, a good agency works closely with you to understand your specific needs. They can offer advice on the essential skills to look for, competitive salary benchmarks, and strategies to make your company more attractive to top SAP talent. This personalized approach ensures you attract and retain the right professionals.
Conclusion
In conclusion, partnering with an SAP recruitment agency offers clear advantages: access to a specialized network, significant time and efficiency gains, and personalized recruitment advice. Therefore, by collaborating with SAP recruitment experts, businesses can ensure they have the necessary skills to optimize their SAP systems and remain competitive.
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Audit companies face numerous challenges, including managing seasonal workload fluctuations and finding auditors with specialized skills. Moreover, the growing focus on environmental, social, and governance (ESG) policies has introduced new considerations for stakeholders and investors. Additionally, the shrinking talent pool has prompted firms to improve workflow through automation, while compliance measures impact both auditors and clients. Then, to navigate these complexities, hiring freelance auditors has emerged as an effective solution. This article explores the benefits of hiring freelance auditors and how partnering with an IT recruitment company can help meet your staffing needs.
Need advice on how to start or develop your freelance consulting business in Finance? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.
What is a Company Audit?
Firstly, a company audit is an independent review of a company’s financial records, conducted to ensure compliance with legal record-keeping requirements. Audits also assess various financial statements and produce a report for the company, providing valuable insights for investors, stakeholders, and banks. Both large enterprises and small companies are subject to audits, regardless of their legal structure.
The Process and Types of Audits
Process of an Audit
Audits typically follow four fundamental stages:
Planning Stage: Firstly, gather details about the audit’s procedures and objectives.
Internal Controls Stage: Reviewing financial records to assess internal controls.
Testing Stage: Evaluating the accuracy of the company’s financial statements.
Reporting Stage: Presenting findings on the financial accuracy and overall audit results.
Types of Audits
Internal Audit: The report is reviewed internally by executives and the audit committee.
External Audit: Public companies are required to share the audit report with stakeholders and investors.
Challenges and Changes Within the Audit Industry
The audit industry faces several key challenges that impact its ability to deliver high-quality services efficiently. These challenges also include managing seasonal workload fluctuations, addressing the increased focus on environmental, social, and governance (ESG) issues, navigating talent acquisition and retention difficulties, leveraging technology and innovation, adapting to mergers and acquisitions (M&A) activities, and ensuring compliance with ever-evolving regulations.
Therefore, understanding and addressing these issues is crucial for audit firms to stay competitive and meet the growing demands of their clients and stakeholders. But, let’s see them in details.
1. Increased Focus on ESG
Auditors must now also consider ESG factors, which are under increasing scrutiny from stakeholders and investors. This shift presents significant challenges for firms, as they need to upskill their auditors or invest in new talent with ESG qualifications. To address these challenges, initiatives like the International Sustainability Standards Board (ISSB) are working to improve ESG reporting standards.
2. Talent Acquisition and Retention
The talent pool is shrinking, requiring auditors to navigate vast data sets and utilize new technology. While emerging technologies present opportunities for the audit industry, they also necessitate ongoing training and come with high costs. However, cloud-based audit technology and AI can enhance efficiency and improve work-life balance, making them valuable investments despite the challenges.
3. Technology and Innovation
Audit firms are leveraging technology by using cloud-based systems and AI tools to enhance workflows and data accuracy. However, balancing innovation and risk management is crucial. Firms must adapt to digital reporting demands while managing risk and compliance effectively, ensuring that technological advancements align with industry standards and regulations.
4. M&A Activity
Navigating M&A transactions involves ensuring accurate valuations and seamlessly merging financial systems, which require diverse knowledge and specialized compliance skills. Moreover, auditors must ensure reliable and accurate financial reporting associated with these transactions, making it essential to have expertise in both areas. By doing so, they can guarantee the integrity and reliability of the financial information presented during and after mergers and acquisitions.
5. Ensuring Compliance
Managing compliance challenges involves outsourcing or engaging compliance consultants to help auditors stay current with regulations. Additionally, leveraging AI and predictive analytics can effectively flag potential compliance risks. Furthermore, continuous training and development in data analytics, tools, and technology are essential for auditors to meet the evolving demands of their clients.
Why Hiring Freelance Auditors Is the Solution You Need
Freelance auditors offer practical solutions to industry challenges. They also provide flexibility, specialized skills, cost savings, and the ability to quickly scale the workforce. By leveraging freelance auditors, firms can manage workloads, access up-to-date expertise, and maintain high-quality, compliant services efficiently. But let’s see them in details.
1. Seasonal Workload Fluctuations
Adapt to Workload Fluctuations: Scale your workforce according to demand, hiring freelancers during peak periods and reducing team size afterward.
Quick Response to Urgent Needs: Hire freelancers on short notice to meet unexpected project demands without compromising quality.
2. High Overhead Costs
Reduce overhead costs by hiring freelancers, who are typically paid for the hours they work or on a project basis. This leads to substantial cost savings. Additionally, by paying only for the specific services required, companies can manage budgets more effectively, ensuring financial resources are allocated where they are most needed.
3. Specialized Skill Gaps
Freelancers provide a unique advantage by tapping into niche expertise that can be challenging to find among full-time employees. Their specialized skills not only meet specific project needs effectively but also bring a fresh perspective to the table. Moreover, freelancers stay updated with industry trends through diverse client experiences. This exposure ensures they are well-versed in the latest practices and innovations, making them invaluable assets for staying ahead in a rapidly evolving audit landscape. As audit firms navigate complex challenges and seek to enhance their capabilities, leveraging freelancers offers a strategic solution to both expertise gaps and staying current with industry advancements.
4. Scalability Issues
Audit projects vary in scope and complexity, necessitating quick team adjustments. Freelance auditors provide the agility to scale teams efficiently, whether for large projects or specific expertise.
5. Recruitment and Training Time
Experienced professionals bring significant benefits to audit teams, requiring minimal training and thereby reducing onboarding time. Their seasoned expertise enables them to seamlessly integrate into projects, ensuring efficient execution and quick turnaround times. Freelancers excel in managing their schedules independently, fostering streamlined processes that enhance overall project efficiency. This autonomy allows them to respond swiftly to project requirements, maintaining high standards of delivery and client satisfaction.
How Mindquest Can Help
At Mindquest, we connect audit firms with highly qualified freelance auditors through:
Comprehensive Screening: Rigorous screening and vetting to ensure only the best candidates are selected, including background checks, skills assessments, and interviews.
Wide Talent Pool: An extensive database of freelance auditors with expertise in various areas, from financial audits to IT and compliance audits.
Support Services: Onboarding support and project management services to ensure smooth integration and successful project execution.
Conclusion
Hiring freelance auditors offer numerous benefits, from managing seasonal workloads and reducing overhead costs to providing specialized skills and enabling rapid scalability. By partnering with Mindquest, audit firms can access a diverse pool of highly qualified freelance auditors, ensuring they are well-equipped to handle any audit project with confidence and precision.
Enhance your audit capabilities and navigate industry challenges effortlessly. Contact Mindquest and learn more about our freelance auditor solutions and discover how we can help you achieve your business goals. Visit our website or schedule a consultation with one of our experts now.
As the technological landscape undergoes a significant transformation with the widespread adoption of DevSecOps, the recruitment process within IT must adapt to this paradigm shift. The traditional approach no longer suffices; instead, recruiters and hiring managers must align their strategies with the evolving demands of DevSecOps. Here’s a closer look at the key considerations in recruiting during the DevSecOps era.
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Holistic Understanding of DevSecOps
Firstly, in the DevSecOps era, recruiters are on the lookout for candidates who possess a holistic understanding of the methodology. It’s not merely about having experience with isolated tools or processes; rather, recruiters seek professionals who comprehend how DevSecOps integrates into the entire software development lifecycle.
Then, beyond theoretical knowledge, recruiters are placing a premium on candidates who can practically apply security practices. They showcase a hands-on understanding of DevSecOps principles by seamlessly weaving security into their workflows. Moreover, real-world application trumps theoretical knowledge in the recruitment process.
Collaborative and Cross-Functional Skills
DevSecOps thrives on collaboration, breaking down silos between development, security, and operations teams. Therefore, recruiters now prioritize candidates who exhibit strong cross-functional collaboration skills. The ability to work seamlessly across departments fosters an environment where security is everyone’s responsibility.
Given the dynamic nature of technology, adaptability is a key trait recruiters are seeking. Therefore, candidates who show a commitment to continuous learning and staying abreast of evolving security threats and DevSecOps best practices are highly valued. This ensures that the recruited talent can keep pace with the ever-changing landscape.
Problem-Solving and Incident Response Aptitude
DevSecOps professionals are not just tasked with prevention; they must also excel in problem-solving and incident response. Recruiters assess candidates based on their ability to troubleshoot security issues, respond promptly to incidents, and implement effective remediation strategies.
Beyond technical skills, recruiters are attuned to cultural fit and mindset alignment. DevSecOps is not just a methodology; it’s a cultural shift towards proactive security. Candidates who embody this mindset, emphasizing security at every stage, align well with the ethos of organizations adopting DevSecOps practices.
Communication Skills
Effective communication is vital in a DevSecOps environment. Recruiters look for candidates who can articulate complex security concepts to non-technical stakeholders. The ability to bridge the communication gap between security professionals, developers, and business leaders is a valuable skill set.
In essence, recruiting in the DevSecOps era is about identifying candidates who not only possess technical expertise but also embody the collaborative, security-first mindset inherent to the methodology. Recruiters play a pivotal role in ensuring that the talent they bring on board can contribute effectively to the successful implementation of DevSecOps practices within the organization.
Dive into our latest infographic for an illuminating visual journey through the key statistics and benefits of adopting DevSecOps practices.
Here are 5 key benefits of hiring an SAP FICO consultant for your company to streamline financial processes and gain an understanding of your financial data.
In today’s complex business world, effective management of financial resources is critical to the success of any company. However, implementing and maintaining an SAP FICO system requires specialized knowledge and expertise that most companies do not possess. This is where an SAP FICO consultant can be an invaluable asset.
Moreover, to help companies achieve a successful SAP implementation, this whitepaper explains SAP implementation best practices. It also presents a case study from the global leader sportwear company ADIDAS as an example of successful SAP implementation.
Whether you are a business leader, IT professional, or project manager, this whitepaper will help you understand how to plan, execute, and manage a successful SAP implementation that delivers tangible benefits and ROI.
What does an SAP FICO Consultant
Firstly, an SAP FICO consultant is a professional who specializes in the implementation and maintenance of SAP FICO systems. They are responsible for analyzing a company’s financial requirements and designing and configuring an SAP FICO system that meets those needs. Additionally, SAP FICO consultants provide ongoing support and maintenance to ensure that the system operates efficiently and effectively.
There are several reasons why it is important for a company to have an SAP FICO consultant. One of the primary reasons is that they can help a company optimize their financial processes. By understanding a company’s financial requirements, an SAP FICO consultant can design and configure an SAP FICO system that automates and streamlines financial processes, such as accounts payable and accounts receivable. This can save a company time and money, and free up resources to focus on other critical business activities.
Another reason why an SAP FICO consultant is important is that they can help a company gain a better understanding of their financial data. By analyzing and interpreting financial data, a SAP FICO consultant can provide insights and recommendations that can help a company make more informed business decisions. This can help a company improve their financial performance and achieve their business objectives.
In addition, an SAP FICO consultant can help a company ensure compliance with regulatory requirements. They can also ensure that financial transactions are recorded accurately and in compliance with local and international accounting standards. This can help a company avoid penalties and legal issues that can arise from non-compliance.
But let’s take a closer look at 5 key benefits of having SAP FICO on board for your company.
5 Key Benefits of SAP FICO
As businesses grow and expand, their financial management requirements become more complex. This is where SAP FICO consultants come in. Here are 5 key benefits of hiring an SAP FICO consultant for your company.
1 Improved Financial Management
An SAP FICO consultant can help your organization improve its financial management processes. They can implement SAP FICO modules that automate financial transactions, which saves time and reduces errors. Additionally, SAP FICO consultants can help you generate financial reports that provide insights into your company’s financial performance, helping you make informed decisions.
2 Cost Savings
Implementing SAP FICO modules can help your organization save money in several ways. Firstly, it can automate financial processes, reducing the need for manual labor. Secondly, it can reduce errors in financial reporting, which can result in costly penalties or fines. Lastly, it can help you identify areas where you can reduce costs and optimize your financial operations.
3 Compliance
Compliance with financial regulations is critical for any organization. Failure to comply with regulations can result in severe penalties and reputational damage. SAP FICO consultants can help ensure that your organization complies with financial regulations, such as GAAP (Generally Accepted Accounting Principles) and IFRS (International Financial Reporting Standards).
4 Scalability
As your organization grows, your financial management requirements will become more complex. SAP FICO modules are designed to be scalable, which means they can grow with your organization. An SAP FICO consultant can help you implement SAP FICO modules that can scale as your organization expands, helping you manage your financial operations more efficiently.
5 Expertise
Implementing and maintaining SAP FICO modules requires specialized expertise. SAP FICO consultants are trained and certified in implementing and maintaining SAP FICO modules. They have the expertise to help you get the most out of your SAP FICO modules, which can help your organization achieve its financial management goals.
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Artificial Intelligence (AI) has become a key driver of innovation and digital transformation in today’s business landscape. However, the demand for qualified AI talent far exceeds the available supply. This creates a talent gap that poses challenges for companies that want to harness the power of AI. As companies across industries seek to leverage AI to gain a competitive edge. It is crucial to implement effective strategies to overcome the AI talent gap.
In this article, we will explore the top 5 strategies that you can adopt to address this challenge and build a robust AI team.
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1 Invest in Training and Upskilling Programs
One effective strategy to overcome the AI talent gap is to invest in training and upskilling programs for existing employees. Identify employees who show potential and interest in AI. Then, provide them with relevant training programs, workshops, or certifications to enhance their AI skills. This not only helps in filling the talent gap internally but also fosters a culture of continuous learning and development within the organization.
For example, a you can partner with AI training institutes or online learning platforms. This is to provide comprehensive training programs on machine learning, natural language processing, computer vision, and other AI-related skills. Additionally, you can offer incentives or rewards for employees who complete the training programs and demonstrate proficiency in AI.
2 Foster Collaborations with Academic Institutions and Research Organizations
Collaborating with academic institutions and research organizations can be an effective strategy to bridge the AI talent gap. Many universities and research organizations conduct cutting-edge research in AI. Therefore, they have access to a pool of talented researchers and students who can contribute to solving real-world AI challenges.
You can establish partnerships, joint research projects, or internships with academic institutions to tap into their expertise and talent pool. This can provide you with access to fresh perspectives, novel ideas, and potential candidates for future hiring. Additionally, you can also sponsor AI-related events, conferences, or competitions organized by academic institutions to create awareness and attract talent.
We have just the resource to help you do that. An email template that provides you with a compelling, concise, and persuasive framework to initiate these crucial collaborations and overcome the AI talent gap. Don’t miss out on the opportunity to tap into the wealth of fresh, innovative talent emerging from academia.
3 Create an Attractive Employer Brand for AI Talent
Building a strong employer brand is crucial to attract and retain top AI talent. You should showcase your commitment to AI innovation. State-of-the-art technology infrastructure, challenging projects, and career growth opportunities to position your company as an attractive employer for AI professionals.
You can leverage your website and social media to highlight your projects, successes, and testimonials from existing AI team members. You can also showcase your company culture, values, and commitment to diversity and inclusion. These are important factors that AI professionals consider when evaluating job opportunities.
4 Implement Competitive Compensation and Benefits Packages
Offering competitive compensation and benefits packages is essential to attract and retain AI talent. Due to the high demand for AI professionals, they are often in a position to negotiate higher salaries and better benefits.
Your company should conduct market research to understand the prevailing compensation trends and benchmarks for AI professionals in your region and industry. You should then align your compensation and benefits packages accordingly to ensure that your are competitive and attractive to AI talent. This may include offering performance-based bonuses, stock options, flexible work arrangements, and other perks that are highly valued by AI professionals.
Building a diverse and inclusive workforce is not only a moral imperative but also a strategic move to address the AI talent gap effectively. Diversity brings different perspectives, ideas, and approaches to problem-solving, which can result in more innovative and creative AI solutions.
You should implement diversity and inclusion initiatives, such as unbiased recruitment processes, diversity training programs, employee resource groups, and inclusive policies and practices. Creating a supportive and inclusive work environment where all employees, regardless of their background or identity, feel valued and included, can attract a broader and more diverse pool of AI talent.
By adopting these strategies, your company can position as attractive employers for AI talent. Moreover, you can develop a skilled AI team, and drive innovation through AI-driven projects.
It is crucial for companies to proactively address the talent gap in order to stay competitive in the rapidly evolving landscape of AI and harness its full potential for business success.
Would you like to find out more about our recruitment service for IT consultants? Post your requirements now, or find out more about our job offers directly on our Mindquestplatform!
Onboarding is the set of actions implemented by the company to integrate its new employees. It corresponds to welcoming and integrating new recruited professionals, as well as investing in their internal career development. We often talk about onboarding for employees, but still little for external resources, such as IT freelancers. And yet, they are often called upon for strategic, long and customer-based assignments. It is important to manage onboarding well, cause a good onboarding system is therefore crucial for the success of their mission! It is therefore important for managing a freelancer to pay particular attention to onboarding.
But how do you properly manage the onboarding of an IT freelancer to get the mission of your tech or IT freelancer off to the best possible start? How to manage onboarding at the beginning of a consultant’s mission?
Discover in our article what are the best practices for managing the onboarding of an IT freelancer.
Why caring about onboarding?
Why take care of the onboarding of IT freelancers? Onboarding management is crucial at the start of a freelancer’s mission. Indeed, setting up a clear internal process can be very beneficial to gain in efficiency and optimize the simultaneous reception of several profiles. As a company, it is essential to establish a clear process for the onboarding of IT freelancers who come to carry out assignments within your company. Because if you have a clear and effective onboarding process, the freelancer will have all the elements in hand to be operational as quickly as possible and start his freelance mission well.
The onboarding of a consultant makes it possible to create a link with the IT freelancer and to lay the foundations for good communication. In addition, the onboarding period makes it possible to ensure that objectives are set and follow-up with the IT freelancer. Finally, the onboarding process will have the effect of involving and retaining the freelancer from the start.
How to properly manage the onboarding of an IT freelancer?
1. Upstream of the mission
Have you just recruited an IT freelancer? First, to properly manage onboarding, remember to check that the freelancer you have chosen is registered with the Business Formalities Center (CFE) (remember to ask them for a K-bis extract). You must also carry out the control of the obligations of declaration and payment of the social security contributions of the freelancer. Ask for a certificate of vigilance for this. Once these two elements have been verified, you can draft and have the freelancer sign the service contract (or subcontracting if you go through an intermediary). If necessary, you can also provide specific additional contracts such as a confidentiality agreement. Remember at this time to check that the freelancer has the necessary insurance, such as professional liability insurance (RC Pro) which is often essential. Finally define the terms of payment and provide timesheets if necessary.
2. Just before the start of the mission
Just before the start of the mission, it is important to warn all the teams of the arrival of the freelancer. Make sure you explain the scope of the IT professional mission to them. Also make sure to prepare before the arrival of the freelancer the material that will be made available to the new professional in the event that he/she will use the company’s resources. Also ask that their computer access be created prior to their arrival.
It is also a good idea to plan a phone call with the freelancer before the start of their assignment or to send them a comprehensive email with all the useful information for the first day. In fact, if the freelancer comes to work on your premises, it is important to give him/her a certain amount of information such as working hours, what equipment is required or made available. But also what the access or security constraints are, in which department they will be installed and which teams they will have to interact with. Communicating all these elements to the freelancer before he/she arrives will allow a more serenely at start at your company.
3. Ensure the onboarding of the freelancer on the first day of the mission
On the first day of the mission, it is important to give the freelancer a program for his or her first week. You should also give him/her all the materials he/she will need (computer, access badge, etc.). Plan a briefing with the freelancer on company culture, rules, team organization… Also give the freelancer all the technical documentation he needs for his mission from day one. Finally, introduce the freelancer to the whole team. This is necessary to get the consultant’s mission off to a good start.
4. The days following the first day of freelancing
The days following the first day of the start of the freelance mission, organize an individual interview with him/her to set the objectives. Also remember to organize contacts with the key interlocutors for its mission. Throughout the onboarding period, encourage the freelancer to ask as many questions as possible. To improve contact you can also plan a lunch with the freelancer if possible.
5. And after the onboarding of the freelancer?
At the end of the freelance onboarding period, start taking stock. In some cases, especially if the project is still at the ideation stage, a few days of audit may be necessary to allow the consultant to better understand all the parameters and then participate in the scoping. Then set up at this time the framework for monitoring the mission (reporting, weekly, monthly meetings, etc.). Remember to ask the freelancer for his/her feedback about the onboarding to make sure he or she has all the keys in hand. But also to improve this process with a view to integrating future freelancers.
The expert opinion of Thomas Delfort, former DSI and co-founder of Mindquest:
“As for a recruitment of a CDI type profile, the onboarding process of an independent consultant within a tech or IT team is extremely important. A well-executed welcome will allow a quick and efficient handling of the subjects. The goal is for the freelancer to be operational as quickly as possible, and to be in optimal conditions to be efficient in his mission.”
Do you know that the offboarding of an IT consultant is just as important as their onboarding? Indeed, companies are generally concerned with taking care of the onboarding of their employees, but sometimes neglect the last step. The stage where the employee leaves the company for new professional opportunities. Find out why it is important to take care of the offboarding of your IT consultant. But also how to properly manage the offboarding of an IT consultant in 7 steps.
Offboarding is often overlooked. In the case of the offboarding of independent IT contractors, the process downright nonexistent in most cases.
Offboarding is the set of initiatives put in place by an organisation to support an employee when they leave the company. While companies generally now have a well-defined onboarding process to make the best start of everyone’s time; offboarding is often overlooked. And, in the case of the offboarding of independent IT contractors, the process downright nonexistent in most cases.
However, the IT departments of large companies often call on a multitude of independent consultants. And it is strategic to manage their departure well. Especially since many IT freelancers work on long assignments. Sometimes under management, and they are therefore an integral part of the team in place.
It is very important to take care of the offboarding of an IT consultant, but how do you do it? What actions should be put in place to create an appropriate offboarding process for its IT freelancers? Here are the 7 key steps for a successful offboarding.
1. Offboarding of IT contractors: Communicate the departure of the consultant
Successful offboarding begins with thoughtful communication. When the mission of your independent IT consultant comes to an end; it is important to announce their departure to all the teams involved. It is important to announce it as quickly as possible. Especially to the teams who will be most impacted by its departure. This gives the IT freelancer the feeling of having been fully integrated into the teams in the same way as a permanent employee, as well as the feeling of having been recognized as a full member of the project.
This step allows the contractor’s interlocutors to say goodbye to him or her and create a starting human environment. It is also important to announce the departure of the IT consultant to any external service providers with whom he was in contact.
2. Recognise the work done and thank IT contractor
After communicating the departure of the independent IT consultant, it is important to thank them for the work done. It is also important to highlight their time investment and skills development. Give them frank and constructive feedback so that they can improve in future missions. In most cases, a reference letter will be highly appreciated and will allow the IT freelancer to highlight their collaboration with you to land new assignments.
The freelancer will feel all the more recognized and valued for the work they have done while working for you. Do not hesitate to express your best wishes for the future as well as to have personal attention, the consultant will leave with the feeling of being appreciated.
3. Organise and manage the handover during offboarding of the IT contractor
If your independent IT consultant leaves you to make way for a new consultant or passes the baton to someone in-house, it is crucial to organise the handover so that the freelancer can transmit all key information about their work and on the processes in progress to their replacement.
It may be wise to ask them to write a file with the missions and tasks they have carried out, the best practices, etc. This step of documentation and transfer of skills is essential to ensure a good transition. This also allows the work of the independent IT contractor to be valued.
4. Get constructive feedback during offboarding of IT contractors
Organising a final interview or an “exit interview” with your independent IT consultant is very important. This will allow you to know how you are perceived by an outsider who has worked in your company.
Do not hesitate to ask them if they felt welcome; if they had all the access and information necessary to perform their services; if he or her was able to achieve all the objectives they had set for themselves; how they carried out their mission; how this mission will serve them in future projects; if they would recommend your company to other IT professionals; if they would agree to work again on a new mission for you, etc.
This interview with your IT contractor will give you essential information to improve your onboarding and offboarding strategy. It is important to adopt a constructive approach, focused on listening. This interview will be beneficial for the IT freelancer, who will appreciate having been able to express their opinion. IT freelancers talk to each other a lot, and the bad reputation of some client companies can dissuade them from taking an interest in them. If you take the time to value and listen to your IT consultants until the end, they are sure to let their network know.
5. Close the practical and administrative aspects during offboarding of IT contractors
For successful offboarding, every detail needs to be considered. Before departure, it is important to ensure that the IT freelance employee returns all the material that have been loaned to them (computer, badge, etc.). The most practical strategy is to establish a list of the loaned equipment beforehand, at the time of onboarding. Also, don’t forget to check the material for wear.
Remember to remove all access to accounts of the former IT consultant for all networks, software, resources and collaborative tools of the company to prevent potential risks of cyber hacking or information leaks that could be detrimental to your business. This preparation is important for maintaining safety, preserving the efficiency of the internal organisation and maintaining good working relations.
In order for the IT freelancer to leave your company with confidence, it is also important to close all administrative aspects.
6. Keep in touch and leave the door open
It is advisable to keep in touch with your former IT freelancers. Especially if you want to work with them again later for new missions. In addition, keeping in touch at least via professional social networks with your former independent IT contractors will allow you to access their network of freelancers, which can be very beneficial for you. You will also be able to follow their news on social media and keep you informed of the evolution of their skills as well as their services.
Likewise, it is interesting for the IT freelancer to be part of your network because it represents a form of valuable recommendation for it. Keeping in touch with your IT contractors will also allow you to convey the strong values of your company.
7. Use digital tools to facilitate the offboarding of IT contractors
Nowadays there are many tools to deal effectively with offboarding processes. Just like with onboarding, some specialized platforms offer to manage all the tasks related to offboarding in the same place. These solutions make it possible in particular to disconnect the IT consultant with one click from all the company’s resources, to collect their feedback, to take care of the handover, etc.
It may be interesting to discuss with your HR department how you can adapt any existing offboarding processes and tools for internal employees to your external collaborators. And remember: an IT contractor’s offboarding process shouldn’t be overlooked. Just as important as onboarding, a successful and efficient offboarding process should be strategic for your IT department. The independent IT consultant will keep fond memories of your collaboration after their departure and will be sure to spread the word.
This quick Microsoft Certifications Guide will provide you with a bird's view of all the company's official trainings and help you advance your career.
This quick Microsoft certifications guide will provide you with a bird’s-eye view of all the company’s official trainings and thus help you advance your career.
Microsoft’s Learn portal offers a multitude of courses and Microsoft certifications for anyone to explore. Obtaining one of these certifications is therefore the first step when starting a career in the ecosystem or advancing or shifting your existing one.
Beyond providing you with theoretical and practical knowledge these certifications will validate your expertise within the industry and among recruiters. This is because, certifications demonstrate that you are up-to-date with current best practices and new tools, with some of them requiring to be renewed every year.
Courses to obtain certifications are free through the Learn platform and can be taken at your own pace from the comfort of your home. There are also several MS-vetted third-parties offering guided lessons and complementary coursework.
Students need to pay only for the practical exams, which can be taken online or at designated testing centres. Microsoft has expanded its online testing capabilities since the start of the Covid-19 crisis.
To start, there are several ways in which you can approach Microsoft training programs. You can focus on a particular platform within the Microsoft Technology Stack, or opt for a specific role and then choose a platform to focus on. You can also choose a specific career path or focus on a very concrete skill that you would like to acquire. Then, Microsoft outlines all available career paths, defining the series of certifications you will need to obtain to reach your career goal.
Certifications are divided according to the level of expertise and seniority: Fundamentals, Associate and Expert. Our Microsoft Certifications Guide will give you an overview, but you will have to dig deeper to find what really makes you tick.
Microsoft Certifications guide: Fundamentals certifications
First, as their name suggests, these certifications are the recommended starting point for anyone starting their career or looking to move into another platform within the MS tech stack. They cover:
To continue, some MS certifications encompass more than one platform and require you to multiple individual certifications. Also, each of these certifications is tailored to a specific area of IT (security, networking, cloud, etc.)
Also, there are three tiers of certifications depending on the level of expertise:
Microsoft
Technology Associate (MTA)
Microsoft
Certified Solutions Associate (MCSA)
Microsoft
Certified Solutions Expert (MCSE) /Microsoft Solutions Developer (MCSD)
Certifications targeting specific roles are a great way of specializing or moving from one role to the other within the Microsoft ecosystems. Moreover, roles can comprise multiple MS platforms or focus on a particular one, and include:
Administrator
Administrators oversee the implementation of Microsoft platforms, thus maintaining solutions for storage, networking, computing and security.
AI Engineer
Then, AI engineers design and implement artificial intelligence solutions by leveraging different MS tools.
Data Engineer
Being in charge of mapping out and executing the management, monitoring, security, and privacy of data, Data Engineers are therefore proficient in a platform’s different data services and tools.
Data Scientist
Not to be confused with a Data Engineer, this role requires a deep knowledge of data science and machine learning. Moreover, expertise in data modelling is a must.
Developer
At the frontlines of deployment and operations, Developers partner with architects and administrators to design, create, test, also they maintain cloud applications and services.
DevOps Engineer
Advocates of agile methodologies for software development, DevOps professionals unify teams, processes and technologies in order to streamline the product pipeline.
Functional Consultant
Moreover, functional consultant implements core application setup processes that help businesses in areas like marketing, sales or supply chain management.
IoT Developer
On the other hand, IoT Developer designs, develops and maintains Internet of Things solutions and devices within MS environments. From coding to the set-up of physical devices.
Security Engineer
As the title suggests, security professionals protect the integrity of data, applications and networks by implementing threat detection and security controls.
Solutions Architect
To conclude, the Solutions Architect is the first person to be involved in a platform deployment process. Moreover, Architects must have a deep understanding of the entire ecosystem to design solutions that run on it.
Remote hiring has become as much of a necessity and a reality and, just like telework, it comes with its own set of challenges and peculiarities.
Any activity that could afford it went remote with the arrival of Covid-19. Now, as the months ahead remain uncertain and companies discover that is possible to operate remotely, the exception has become the norm. A recent Gartner survey confirmed the writing on the wall: a sweeping 82% of business leaders are planning on allowing at least some level of remote work moving forward, even after the pandemic is over. Yet despite being the other side of the employment coin, recruiting has not received that much attention thus far. In fact, remote hiring has become as much of a necessity and a reality and, just like telework, it comes with its own set of challenges and peculiarities.
Remote hiring & the new recruitment landscape
Gone are the days of overcrowded career
fairs full of eager master’s students elbowing each other to get a minute with
a representative of one of the top companies present. So are the endless rounds
of in-person interviews that have candidates repeatedly come into the employer’s
offices and meet half the team.
From now on, businesses will conduct fewer
and more focused interviews, mostly online. Only the more critical and senior
positions will get greater face-to-face time, with the rest of candidates being
interviewed remotely except for perhaps the last interview, which is often just
used to meet the chosen candidate and establish a more personal connection —
something rather important in the colder remote work environment. In the case
of IT contractors and temporal employees, however, the selection process is
most likely to move completely online as flexibility and speed can be more of a
priority.
Career fairs and other networking events will also move online or even disappear completely, in favour of a new model that can accommodate safety measures while allowing for talent attraction. Eliminating the physical barriers of traditional career fairs will, in turn, expand the pool of candidates available to companies and democratize access to the top positions. Companies will be able to seek the best candidates regardless of location, while candidates will get to apply to positions that otherwise would have been completely out of reach.
A new series of challenges for employers with remote hiring
But moving the hiring process online will
create new problems while solving existing ones. Assessing a candidate’s fit
for the position and the company is more challenging when done through a
computer screen. And there is a lot to assess in today’s candidates.
Additionally, the unique conditions of remote work make soft skills more important than ever. Softer skills like creativity and entrepreneurship were already becoming a must-have for IT experts. Now, interpersonal and communication skills are key to ensuring efficient teamwork dynamics and workflows. So is cultural fit. Employees need to be proactive in reaching to colleagues, making their work more visible and being open about their needs. Unfortunately, soft skills are some of the hardest qualities to assess when not face-to-face.
Looking ahead
Both the new recruitment environment and the difficulties it brings along are forcing companies and hiring managers to come up with new best practices and processes in order to attract and retain the best candidates.
Ideally, the new approach combines a better and more targeted online interview model, with personal know-how and the use of the latest technological tools. For example, AI can help recruiters identify candidates who match the job’s criteria and are a
It can be difficult for hiring companies to assess the technical skills of IT candidates.
Undoubtedly, it can be difficult for hiring companies to assess the technical skills of highly specialized IT candidates. Especially when recruitment duties fall more heavily on the HR or Purchasing functions rather than on the more tech-savvy IT managers.
That is even if you consider yourself to be an industry insider who knows all the ins and out of your company’s market. As a hiring specialist, you probably do not have the level of detail needed to assess a candidate’s skill in any of the technical areas of expertise currently most in demand.
But that does not mean you are helpless. Not at all. Here is a series of steps that will help you identify top tech performers regardless of their specialty.
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Assess the Technical Skills of IT Candidates
Start with the CV
The first step in the process of recruiting any candidate is CV analysis. Beyond providing an overall idea of a candidate’s profile and trajectory, a careful look at a CV also offers an opportunity to start filtering early on and be more efficient.
Tips on indicators to look for
Look at these
indicators to get a first impression of an expert’s technical skills:
Real-world experience: someone who has worked on actual AWS migration projects, as opposed to someone with just an educational background, will have a deeper knowledge of this technology stack and related AWS tools (CodeDeploy, CodeBuild, CodePipeline…)
The level of that experience. Of course, a consultant with 25 years of experience and major projects on their back will be more skilled than a more junior profile
Specific training and certifications on given technologies. Yes. Education is still important. Not as a substitute of experience, but as a complement that demonstrates a candidate’s professional and career-oriented attitude and validates the depth of their expertise.
The level of detail with which a candidate lists all skills and technologies. A truly experienced IT professional will have no problem specifying what programming languages, stacks and platforms. They dominate and to what level. Whereas someone with not as much experience will opt for more general and vague terminology.
Community
involvement
Moreover, not all tech and IT professionals get involved with their community and attend events. Being an active member of the community is not a prerequisite for being good at one’s job. But it sure helps.
If you spot a candidate who attends trade conferences, shares their expertise on forums, or leads workshops on their area of expertise, chances are they are the kind of committed and driven professional you are looking for. Then, positive signs here include having an active GitHub profile, which allows users to share original code and have an open debate a variety of issues.
Ask the right
interview questions
The interview is the next step. Asking the proper questions about the skills covered in the CV and the job offer will allow you to get a more precise idea of the candidate’s level of expertise. Do not hesitate to ask for more detail on the candidate’s past experiences, to alternate open-ended questions and very concrete ones, and to propose hypothetical scenarios. Take the time to prepare your questions in advance.
If your level of
understanding of the candidate’s area of expertise is very limited, do not
hesitate to be accompanied by someone who can help you prepare and conduct the
technical part of the interview.
Nothing beats an old-fashioned test when it comes to demonstrating certain skills. It is very common for companies to have their IT candidates take task-specific practical tests, both to assess their technical capabilities and other parameters such as essential soft skills and cultural fit.
Again, you can enlist the help of a tech-savvy colleague to design the test and interpreted. It is standard practice to develop a range of tests covering the most common positions, but you will need to do some extra work for areas of expertise that are not so ubiquitous or if the candidate needs to fulfil very specific project specifications. Working with an industry-specialized recruiter can also give you an edge here.
Check the
references
Last step: checking a candidate’s references. As it is the case with any other position, this process takes time but is essential to avoid mistakes. Especially when you do not know too much about the skills you are vetting.
Compare the answers that the candidate provided during the interview to what former employers have to say. Ask these employers about the depth of the candidate’s knowledge, as well as their role within the project and overall performance. Here you also have a chance to corroborate your first impressions of the candidates cultural fit and their soft skills.
Find your next assignment on our freelance and permanent IT recruitment platform, or join Mindquestso you don’t miss out on any job opportunity!
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