Tom Sweeney

It's a coming of age tale….

Posts Tagged ‘Human Resources’

Federal contracts (Feb. 27-March 5)

Posted by sweens on March 17, 2011

Otis Canada Inc.

2480 Lancaster Rd.

Description: Elevator installation and maintenance

Buyer: PWGSC

$3,628,568

Altis Human Resources (Ottawa) Inc. and Excel Human Resources Inc., in joint venture

102 Bank St.

Description: Informatices professional services

Buyer: PWGSC

$2,570,750

Maplesoft Consulting Inc.

408 Churchill Ave.

Description: Informatices professional services

Buyer: PWGSC

$2,570,750

Advanced Chippewa Technologies Inc.

84 Valley Ridge St.

Description: ADP input-output and storage devices

Buyer: DND

$1,852,032

IBM Canada Ltd.

340 Albert St.

Description: ETL software solution

Buyer: RCMP

$1,417,505

Otis Canada Inc.

2480 Lancaster Rd.

Description: Elevator installation and maintenance

Buyer: PWGSC

$1,219,044

Valcom Consulting Group Inc.

85 Albert St.

Description: Naval architecture

Buyer: DND

$1,041,227

IPSS Inc.

150 Isabella St.

Description: ADP software

Buyer: DND

$862,289

Interis Consulting Inc.

275 Slater St.

Description: Human resource services, business consulting/change management, project management services (supply arrangement TSPS)

Buyer: PWGSC

$705,600

Systems for Research Corp.

300 Earl Grey Dr.

Description: Optical instruments, test equipment, components and accessories

Buyer: Natural Resources Canada

$632,630

Advanced Chippewa Technologies Inc.

84 Valley Ridge St.

Description: ADP input-output and storage devices

Buyer: Citizenship and Immigration Canada

$460,164

Canadian Space Services Ltd.

2336 Craig’s Side Rd.

Description: Radar equipment, except airborne

Buyer: DND

$390,991

DBA Akran Marketing

2000 Thurston Dr.

Description: Flags and pennants

Buyer: Canadian Heritage

$324,847

Integrated Network Security Alliance 2005 Inc.

2725 Queensview Dr.

Description: ADP input-output and storage devices

Buyer: Treasury Board of Canada

$286,253

Motorola Canada Ltd.

360 Albert St.

Description: Radio and television communications equipment, airborne

Buyer: RCMP

$282,742

IBM Canada Ltd.

340 Albert St.

Description: ADP input-output and storage devices

Buyer: HRSDC

$188,170

Stoneworks Technologies Inc.

2212 Gladwin Cres.

Description: ADP input-output and storage devices

Buyer: Natural Resources Canada

$187,023

Bell Canada

160 Elgin St.

Description: Communications security equipment and components

Buyer: DND

$186,006

Dalian Enterprises Inc.

151 Slater St.

Description: ADP input-output and storage devices

Buyer: Correctional Service of Canada

$179,433

DLS Technology Corp.

1376 Bank St.

Description: ADP software

Buyer: Treasury Board of Canada

$155,664

Intergraph Canada Ltd.

1600 Carling Ave.

Description: Cameras, still picture

Buyer: DND

$146,207

Johnson Controls L.P.

30 Edgewater St.

Description: Building automated control systems

Buyer: PWGSC

$126,665

Maxys Staffing & Consulting

173 Dalhousie St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$123,396

S.i. Systems Inc.

130 Slater St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$112,383

CGI Information Systems and Management Consultants Inc.

275 Slater St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$100,000

Veritaaq Technology House

2327 St. Laurent Blvd.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$100,000

http://www.obj.ca/Local/For%20the%20Record/2011-03-17/article-2336470/Federal-contracts-Feb-27March-5/1

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SAP vs PeopleSoft: Highest paying jobs?

Posted by sweens on March 30, 2009


Often times in my daily contact with candidates, I find myself engaged in conversations about what technologies are hot or what the high demand / big paying jobs are in the market today.  To those people who are willing to accept a new career path I suggest they look into two products – PeopleSoft or SAP.  Before we dive into these two products, I would say that if you lived in Ottawa and had a Secret level security clearance and experience with either PeopleSoft or SAP, you would be deciding which contracts you wanted and which ones you did not.

 

PeopleSoft and SAP offer both financial and human resources solutions to clients all around the world.  They are arguably the two biggest solutions on the market today and are found in many private and public sector clients in the Ottawa area.  What sparked this blog for me was that I was wondering how much certification for these positions cost.  This thought came to be as I worked on recruiting an SAP order and the person I was speaking to wanted to be paid $135 per hour.  Naturally I thought to myself “how can I get a job that pays as much?”

 

The answer is pretty simple – get a job in PeopleSoft or SAP.

 

But it comes at a price, a very large price.  Training for SAP and PeopleSoft is to say at the least ‘slightly’ on the expensive side.  Let us take for example someone who wants to train themselves as an SAP Netweaver MDM consultant.  You go to www.SAP.com, find the training you are interested in and register for each class.  The MDM training has 7 courses that are required in order to complete the certification – ranging from a 4 hours to a 5 day course.    With an average (estimated) cost of $3000 – Canadian – per course, you are looking at over $20000 in order to certify yourself. 

 

All of a sudden, these high bill rates are starting to make sense to me.

 

I did a quick search on PeopleSoft training and the prices are comparable.  What a smart business model by Oracle (owners of PeopleSoft) and SAP.  Not only do they get to make money via the sale of the software, they get to make money on the training.  The training is also expensive enough to deter anyone who is not serious about it, and therefore keeps the supply in the market reasonably low. 

 

And there you have your high bill rates – highly trained and overly demanded professionals.  So I continue with my usual suggestion in that if you are looking for a high paying job – get into SAP or PeopleSoft.  While the training will cost you a pretty penny, you will certainly have the ability to make your money back (and then some) in a very short time frame. 

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The hiring cycle: What does it say about the employer?

Posted by sweens on March 4, 2009

Based on my lunch-time conversation from today with my colleagues, employers should be aware of the ‘brand’ they are creating for themselves as they go through their hiring cycle with candidates.  Some clients have a slow hiring cycle and others have an accelerated one.  Each cycle depends on the organization and their current circumstances.  Candidates should work with their recruiter (or HR contact) to establish a timeline as to how long the hiring cycle should take.

 

As I have said before, the recruitment industry has a unique relationship between the customer and the service provider.  It is unique because the customer needs to provide feedback to the service provider so that they can continue performing their service to the best of their ability.

 

What do I mean by this?

 

I mean that when an employer receives a resume from a recruiting firm they need to sit down with whoever needs to see that resume and evaluate the resume.  They need to decide if they want to proceed to an interview of if they are not interested in the candidate. 

 

However simply saying “yes” or “no” does not help your recruiting firm.  If it is a “yes” the employer should be explaining why they like the person and where they may see any challenges.  This will allow the candidate to be better prepared for an interview rather then walking blinding into a situation that may be unfavourable.  Simply saying “no” does not do any good either because the recruiter is clearly a little off in his/her search so the feedback the customer can provide (I did not like this person because…) will help the recruiter alter their search on the next round of candidates.

 

Without this give and take relationship between customer and service provider, the hiring cycle will be slowed down where it does not need to be.

 

Why do employers need to be cognisant of this?

 

What message are you sending to a candidate who is interested in working for your company when you firstly get their resume and then take a week to get back to them?  You then wait two weeks to grant them an interview and then decide to make them an offer three weeks after that?  It certainly is not a good message.

 

This type of a hiring cycle leaves doubt in the mind of candidates.  It leaves them wondering if they should be seeking employment with your company.  You may find this shocking but it happens all the time.  Companies with a good market brand often have long or poor hiring cycles that leave a bad taste in the mouths of their candidates. 

 

It is for this reason that the hiring cycle is an important element to any company’s human resources practice.  It is also important for the recruiting firm to make their clients aware that the relationship between them must be of a ‘give and take’ nature in order to be a successful one and address their staffing issues promptly.  Employers need to be aware that dragging out a hiring cycle can often turn away good candidates who have heard bad things about the company. 

 

Remember, bad news spreads quicker then good news.  What news do you want to hear about your company?

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