Consulting Solutions IT Staffing Services
Consulting Solutions’ experience with a wide array of ERP and related systems, coupled with our ability to deliver experienced professionals with speed, creates a powerful partnership in developing and implementing transformative IT strategies for our clients’ businesses.
Consulting Solutions has over 200,000 independent consultants in our database, an experienced recruiting team, state of the art systems and unique work processes so we can rapidly staff IT projects that require a diverse set of skills and experience.
Consulting Solutions’ workforce management division works with companies in various industries to implement, optimize, or upgrade their ERP systems. Our wide range of resources have many years of experience with workforce programs such as Kronos, Oracle/PeopleSoft, Workday, Lawson/Infor, and ADP.
Consulting Solutions delivers the most qualified candidates for your open jobs. We take the time to find the person who has a proven track record, and experience to succeed based upon your needs. We guarantee it.
Post Implementation Support
Post-implementation support is one of the most important aspects of any project yet it is commonly underestimated within organizations. Having an adequate level of resources with the appropriate requisite skill set is paramount in ensuring a successful production environment after going live.
As applications evolve over time, and new releases of software introduce enhanced functionality, usability and scalability clients want to leverage the investments they have made in their software by implementing the latest enhancements, but often need assistance in formulating and implementing an upgrade plan. We can help!
Consulting Solutions' Value Proposition
Great people do make a difference! We have a team of great people committed to meeting & exceeding your expectations and we have great consultants whose experience & expertise will provide quantifiable value to your projects and company. See why our IT staffing services are unmatched.
We provide the same well qualified consultants & candidates as the leading Consulting Companies in the world provide, but just at more economical rates.
Well Trained Professional Recruiters
Unlike many of our competitors, our recruiters are our own employees. They are well trained professionals who share our values and the commitment we have to our clients and applicants. We don’t outsource this key role in our IT staffing services to ensure we are finding the right people for your project or company.
On-Shore Recruiting Center
Our on-shore recruiting center provides large-scale staffing bandwidth in a timely manner. The center is located in Charlotte, NC, and centralizes recruitment, onboarding, and consultant care to create an efficient delivery model. This shared services model streamlines operations and reduces the need for additional overhead costs.
Database of over 200,000 Independent Consultants
Our team of professional recruiters has access to our database of over 200,000 independent consultants and job applicants who have had successful track records working for us and our clients over the years. In addition we have agreements in place with third party suppliers of consultants around the world, as well as access to all the major job sites that have the resources we specialize in.
Cloud Based Recruiting ATS
Our state of the art cloud based Recruiting ATS system is specifically designed for the sourcing & recruiting process. This enables us to search our database based upon your specific job requirements, whether were in our office, our clients office, traveling or at home. We can even access the system via our smart phones and iPads from anywhere in the world.
Unique Screening Process
Our IT staffing services are unmatched. The consultants produced when we do a search using our Recruiting CRM system are all rated based upon their specific skill sets and experience related to your specific job requirements and the applicants we submit for your consideration are screened, qualified and reviewed by two separate people before being submitted. Once submitted they are managed through the entire pipeline process until they are placed.
We only focus on our core competencies. We won’t tell you we can help you unless we know we can.
Unparalleled Support Team
Our job doesn’t end with the placement. Our IT staffing services support team continues to communicate with the people we place to make sure they have all the information they need to be on site on time at the location you have specified and that they are doing their job well.
Our systems are designed to be flexible, which enable us to add to and, or adjust our processes to meet any specific requirements you may have.
We honor our commitments! If we tell you we will do something, we will.
You’ll enjoy working with us. There is no reason you shouldn’t have fun and enjoy the people you work with.
Your business is important to us and we believe in mutually successful partnerships with our clients. We will work hard to help insure your success.
Time and Expense System
The cloud based “Time and Expense” system we use enables us to establish an entry and approval work flow for time and expenses to accommodate our individual client’s specific requirements and agreed upon billing cycles. This ensures accurate invoicing of only approved time and expenses. The system also eliminates our consultants from having to do duplicate time & expense entries, because we can import or export CSV or XML files to, or from our clients. Eliminating duplicate entry means our consultants can stay focused on your projects and not on time and expense entry, so you can stay focused on your project rather than discussing billing questions with accounting.
Fast and Efficient
We have refined our business processes to provide you with well qualified consulting candidates and job applicants fast and efficiently. From defining the job requirements when creating new job orders, through the entire sourcing, recruiting and account management processes, until we have successfully provided you with the consultants and, or candidates that meet your requirements.
The best consultants want to work for us because they know our clients have interesting work and they will be paid on time as promised.
We leverage our platform to alleviate administrative burden while improving back-office execution with dedicated resources to focus on functional excellence:Recruiting: Improvement in recruiting efficiency through centralized recruiting (especially related to high-volume / MSP programs) while improving overall performance and delivery.Administrative: Robust systems and processes integrated with the client will significantly reduce the need for administrative support for while improving customer service levels.Reduce “key man” risk in both commercial and back office with standardized processes.
Job Placement services
CSI is an industry leader in placing IT professionals throughout the world. CSI not only has a large base of direct clients, we are also an approved supplier of resources to many major consulting companies known in our industry as Systems Integrators. This means we always have a large array of interesting jobs open and available for both independent contractors looking to work on a project, and IT professionals looking for permanent positions. We view the IT professionals we work with as our customers and treat them in the same manner we treat our clients. We work hard to meet and exceed your expectations in finding and placing you in the jobs that meet your requirements for rate, location, duration and job or project role you’ve specified. We pride ourselves in the fact that many of the independent consultants we have placed previously choose to work with us over and over again. We have placed many senior level professionals in Fortune 500 companies around the world.
Creating A Custom Cover Letter
In addition to targeting your resume, you will need to target your cover letter in a similar fashion. Again, take the skills that match the job criteria and highlight them. You will need to show the hiring manager that you’re a qualified candidate. You will only have a few seconds to convince them that you should considered for an interview.
8 Interviewing Tips & Techniques
Remember these simple principals:
10 minutes early is on time.
On time is to be late
10 minutes late means you will not get the job
It doesn’t matter if the client doing the interview is on time or not, you need to arrive early for your interview whether the interview is on line, a phone call or in person. If you are not early for the interview you show you are not really interested in the position or you are unreliable or both.
We tend to conclude that our lives are pretty much the same as other people’s, that they’re average and boring.As a result, many people don’t tell their own story well.But your story is so much better than you think. The way your life has evolved; the things you’ve learned; your achievements, failings, and dreams these things are unique to you and much more interesting than you realize. Sharing your well thought out story is a powerful interviewing technique.
Your story is what helps people understand who you are and where you are going. So learn to tell your story and tell it well, especially for interviewing and networking purposes. Putting together your story takes a lot of work and practice. However, the benefits to you and to your career are enormous. Your stories:
- Give you confidence
- Increase your self-awareness
- Bring humanity to your resume
- Make you memorable and set you apart
Developing your story for job interviews
Take a comprehensive inventory of the chapters of your life. Think about major events, memories, and turning points that shaped who you are. Make notes about your feelings, expectations, and frustrations, or what you learned, accomplished, and experienced. Organize your chapters by time periods or jobs.
Focus on memorable “aha” moments. These stories need to have vivid dimensions so people will experience that moment with you. It may have been a moment with your mom on the porch, or a trip you took to a faraway place, or what a boss or mentor told you. The stories don’t have to be dramatic, just meaningful to you.
Uncover the themes in your story. What emerges as your passion? Mentoring others, doing research, helping a specific type of client, advancing knowledge in your field? What gives you joy? Are you a teacher, a leader, an entrepreneur, a risk taker?
Reflect on your career path. How have you arrived where you are today? Why did you make certain choices? Who helped you along the way? What motivated you then and now? Have your career goals remained the same or have they changed? Are you someone who likes new projects? Or executes the details of someone else’s vision?
Practice makes perfect
Once you’ve developed your story, the next step is to practice telling it – saying it out loud, ideally to others. Don’t wait until the interview to tell it for the first time. Try reciting it into a tape recorder or sharing it with a confidante for feedback. Get over your feelings of story inadequacy or thinking that a job well done speaks for itself.
As you become more comfortable in how to tell your story, you will see that your life has not just been a string of random events. Your story has a past and it has a future and the road ahead becomes clearer when you understand where you have been. The ultimate test will be the next time someone says, “Tell me about yourself.”
Interviews range from conversations lasting a few minutes to several formal meetings, sometimes with more than one interviewer. Interviews allow you to demonstrate that you are the right candidate for the job, but you are not alone if interviews make you nervous. The better prepared you are, the more comfortable you will be when the questions start coming your way.
Job interview preparation tips:
- Do your research. Gather information about the company and the position available. Try to specifically relate your experience to the duties the job opportunity entails.
- Practice interviewing. Enlist a friend (better yet, a group of friends and colleagues) to ask you sample questions. Practice making eye contact.
- Record your practice sessions. Pay attention to body language and verbal presentation. Eliminate extra movements and verbal fillers, like “uh,” and “um.”
- Handle logistics early. Have your clothes, resume, and directions to the interview site ready ahead of time, to avoid any extra stress.
Don’t forget about your references:
- Don’t let your references be the last to know about your job search, or even worse, get an unexpected call from a potential employer. Many offers are withdrawn over bad references. Why take that chance? Get in touch with your references right away to seek help and to avoid surprises on either side.
- Are your references relevant to your current job search? Who should you add or subtract?
- Are there any reference gaps? Gaps that an employer will question? What is your story about those gaps
- Can a colleague, vendor, customer, or board member be added to replace or enhance the list?
- What is the current status of your relationship with your references?
Applying your story to a specific employer or job is the next step. Lining up the stories that apply to the opportunity at hand is critical. Put yourself in the interviewer’s shoes and pose the questions you would ask. Which stories are relevant to this job interview? Think about personal stories that show how you handled change, made choices under pressure, or learned lessons from mistakes and failures. You should also think about stories you can tell in the interview that reveal your skill set.
Learning and appreciating your story is a prerequisite to any interview process. Don’t rely on your ability to think on your feet. Anticipate the questions and have answers at the ready. In the end, this is about making a great and memorable impression that demonstrates competency and ability.
You may want to start by developing your stories around these areas:
- State times where you either made money or saved money for your current or previous company.
- Focus on a crisis or two in your life or job and how you responded or recovered from it.
- A time where you functioned as a part of a team and what that contribution was.
- A time in your career or job where you had to deal with stress.
- A time in your job where you provided successful leadership or a sense of direction.
- The failures you faced in your job and how you overcame them.
- The seminal events that happened during your career that caused you to change direction and how that worked out for you.
If you’re having trouble developing a good interviewing story, ask your friends or family members for their own success stories. Notice the elements that make them work, such as specific details and a smooth flow. Notice elements that don’t work, such as vagueness or rambling. Then think about your own experience and try to uncover the moments when you really excelled or when you rose to meet a challenge. After you identify several, practice them until they flow easy and work on adapting them to different types of questions.
Being prepared and asking great questions about the position and the employer shows your interest during the interview. You can’t just be an effective responder. You need to assert yourself, too. By the time you reach the interviewing stage, you should be clear about what you want and what you offer to the company.
Try to be thoughtful and self-reflective in both your interview questions and your answers. Show the interviewee you know yourself – your strengths and your weaknesses. Be prepared to talk about which areas would present challenges and how you would address them. Admitting true areas of weakness is much more convincing than claiming: “I have what you need and I can do anything I put my mind to.”
Questions to ask potential employers in job interviews
- The people who do well at your company: what skills and attributes do they usually have?
- What do you like best about working at _____?
- What results are expected?
- What specific problems are you hoping to solve during the first x months?
- Who are the key internal customers? Any special issues with them?
- What happened to the person who had this job before?
- What communication style do you prefer?
- What is your philosophy regarding on-the-job growth and development?
- What are your goals for the department?
To get to the motivations and working style of a potential employee, employers often turn to behavioral interviewing, an interviewing style which consists of a series of probing, incisive questions.
Sample behavioral interview questions include:
- Describe a situation in which you didn’t meet your stated goal, how did you handle it?
- Tell us about a situation in which you encountered resistance from key people, how did you convince the person or people to do what you wanted?
- Describe a situation in which you took the initiative to change a process or system and make it better, how did you identify the problem? How did you go about instituting change?
Preparing good interview answers
Interviewers will follow up your preliminary answers with further questions about your actions. To prepare for these types of interview questions, the following tips might help:
- Review your research about the company and the position.
- Make a list of key attributes for your desired job.
- Write sample interview questions that are likely to uncover the attributes you identified as important.
- Create answers to the sample interview questions based on a template such as “Situation – Action – Result” with specific details from your work experience.
- Practice answering the interview questions and follow-up questions so that you are very familiar with several detailed examples/stories. Rehearse key points.
A conscious goal you should have in every interview is finding common human connections. If you set out with the intention to discover how you and the person interviewing you are connected and what you share, you will discover commonalities much faster. And the interviewing process will be much less intimidating because of it.
Tips for discovering commonalities with your interviewer:
- Do your research. Google every person you know you are going to meet or think you might meet in the interview, especially senior executives. Learn what might be common areas of interest in advance.
- Listen and pay attention. If you listen during the interview and look for commonalities, they will seem omnipresent. When your interviewer mentions his or her alma mater, weekend plans, kids, or favorite restaurant, you have the chance to ask questions and find common ground. You can also take a look around the office. Do you see a book you’ve read, a product you want or just bought, or a photo you like? If so, you have a means to discuss commonalities.
- Lead with your interests and passions. How you introduce yourself and talk about yourself in the interview matters. If you integrate facts and interests into your spiel about yourself, then you create opportunities to connect. After the “What do you do?” or “Tell me about yourself” query, tell your story.
- Find common ground in the context. Where you are meeting, your surroundings, and the purpose of your connection are all reference points. There is a reason why both of you find yourself at this unique place and time. Why are you both in this business? Do you know the any of the same people?
While searching for commonalities, avoid pummeling your interviewer with a series of set questions. Let the interview happen naturally, but keep an eye out for hints of commonalities. Once you do, the world will feel like a smaller, friendlier place and your anxiety over interviewing will shrink.
Call back or send an e-mail to the person(s) who interviewed you to thank them for taking the time to interview you and to reaffirm your interest and qualifications for the position. Following up will demonstrate your enthusiasm for the position and your attention to detail. You can also use this follow up to clarify any answers to questions you felt might not have been as strong as you wanted them to be or to send additional information supporting your strengths in a key area that wasn’t discussed during the interview.