3. VMO EMPHASIS
“This Town Hall session is all about navigating
a changing world. Are you going to focus on
growing revenue or increasing profitability?”
-Mark Roberts, CEO, TechServe Alliance
5. What Staffing Clients Want from
their MSP & VMS Providers
1. Trust between all parties with strong sense of empathy.
2. A single point of contact to resolve billing issues.
3. More cleared talent.
4. Optics into the full lifecycle and steps of every job.
5. Better tie in to the CRM.
6. Knowing which jobs will actually move vs. spinning wheels.
7. An indication if the candidate has already been presented.
8. The ability to chat with a hiring manager through the tool.
9. Use of the tool for internal analytics.
10. Clients who understand the changing IT talent pool.
6. Session Highlights
Why is talent going to sign up
with you as supplier vs. one
that offers immediate access
to jobs. What makes you
different? -JoAnne Estrada
More people
understanding
benefits of working
with who you want
as a freelancer, but
it comes at a cost.
-Johnny Reinsch
An incremental cost
savings per candidate
isn’t going to allow me
to move the needle
competitively.
-Shashank Saxena
I think we’re going
to see a shift
towards expansion
of the supply base.
-Doug Leeby
The threshold for
automated matching is
to demonstrate financial
results that beat the
traditional recruiting
model. -Katrina Leslie
7. The Critical Science (& Art) of Developing
Successful Sales Organizations
Three things cause staffing firms to struggle:
• failure to find & hire talent
• failure to develop people
• failure to differentiate
In this workshop
attendees came together
to share ideas and trade
best practices for how
better sales teams can
help businesses WIN.
Rick Carlson
Harvyst Consulting Partners
9. The New Normal: Strategies for
Successfully Placing H-1Bs in
Today's Environment
Michael F. Hammond
Attorney, Hammond Law Group, LLC
1. Make sure your H-1 employees know they work for you, not for your client.
2. Ask your clients upfront about their policies on submitting end client letters.
3. Write the letters yourself and hand them to your client to sign.
4. If you have H-4s on billing, start looking at caps early to see if anyone qualifies for an H-1.
5. Combine amendments and extensions in the same filing to save money.
6. Audit your STEM OPT programs regularly.
7. Make friends with people who will write expert letters to avoid paying for them.
8. Carefully evaluate your job codes to use more favorable options.
9. Do a better job of saying no, or at least weigh the costs and benefits of risky cases.
10. Have a backup plan for denials.
10 Tips from
the Pros
10. Scarcity as Opportunity: Innovative Solutions and
Recruiting Strategies Tackling the IT Talent Shortage
Moderator: Vikki Whitefoot
Senior Manager, LRS Consulting Services
“Most deals die on the desk of CFO or
procurement. You might get the CIO
bought in, but they don’t have the
budget if the CFO hasn’t vetted it.”
-Tyler West, Smoothstack
“It’s an emotional sale. The critical part in getting buy-in is getting
clients to Brewton. I’d say 85% who’ve visited have bought from us.”
-Michael Winwood, Optomi Professional Services
“We’re at 2.2% IT unemployment. The problem’s not just the
quantity of talent; you also have to consider the quality.”
-Brian Wallins, Staffing Industry Analysts
11. Keynote:
Ryan Jenkins
Attract, Lead, & Retain
Millennials & Generation Z
Proven Next-Generation Strategies to
Enhance Performance and Engagement
12. Top Takeaways
1. Generations are clues; they’re not absolute.
2. Emerging generations are a critical mass of
change agents.
3. Listen to outsiders: outside of your
-organization -industry -generation
4. Identify any friction points throughout the
entire employee lifecycle.
5. A “this is always how we’ve done it”
mindset is a slippery slope to irrelevance.
6. Prioritize WHY over the way.
