Manohar Tech offers a unique and cost-effective solution to the twin problems of high-costs and long-delays associated with hiring or replacement of IT resources.
Problem 1. High cost of new recruitment services
Most reputable recruitment companies charge anywhere between two to three months of the gross annual salary of the new employee as recruitment fees.
In cases of frequent rotation, as is common in the competitive IT market in Mexico, these costs can add up to prohibitive amounts and divert IT resources from more useful ends, such as new technology acquisition and application development, required for business success.
Problem 2. Long delays in obtaining adequate resources.
Every time there is a vacancy, whether a new requirement, or more often, due to the resignation of an existing employee, the screening process for candidates starts from scratch.
- Identification of sets of mandatory and desirable skills along with niche skills
- Matrix of responsibility and experience
- Industry experience and geographical mobility
- Salary range and benefits
- The total recruitment period usually ranges between 8-12 weeks. This delay affects productivity and cohesion of critical projects and teams within the company and negatively impacts user satisfaction and SLA commitments of the IT division.
The ManoharTech solution
ManoharTech offers a novel solution to these problems by replacing the “pay-as-you-go” model with one based on long-horizon hiring model with predictable costs. This takes the form of a partnership between IT management and Client Resource Managers from ManoharTech, to create a plan to identify and mitigate the risks of IT resourcing, for extended horizons of 12, 24 or 36 months.
- MT establishes a resource plan in conjunction with IT management. This identifies new positions and technical skills required by the company for a defined time horizon.
- MT establishes a baseline snapshot of current IT resources, identifying critical skills sets, roles and experience. Job descriptions for all existing positions are updated.
- MT creates a new recruitment and skill-critical, replacement contingency plan within a defined time.
- For all positions identified in previous plans, MT provides an SLA of 2-weeks for presentation of suitable candidates in the event of a vacancy. Considering the usual notice period of two weeks for outgoing employees, new candidates may be in their new place of work a month to start the process.
- MT offers a monthly charge for these services, providing a fixed, determined cost for budgetary convenience and eliminates the risk of unexpected expenses related to hiring. On average, the cost of hiring new or replacement resource works out to a modest 2 weeks of annual gross salary.