ASG: Your Contingency Protection

ASG has been extremely successful in obtaining, retaining and replacing resources. Every one of our consultants is selected based on knowledge, experience, scholastic achievement (diploma and/or degree), language skills (bilingual where and when required), soft skills (interpersonal etc.) and their ability to operate effectively independently or in a team environment.

From time to time however, for a variety of reasons, one of our consultants may decide to leave a client site, or may be asked to leave. In the event that should happen, ASG can replace the resource relatively seamlessly with little to no loss of productivity because of our proactive approach to populating our database with experienced and qualified resources.

ASG has successfully replaced or added new consultants in a timely manner as defined by the needs of our clients. We have often replaced/or added new resources within a 24 – 48 hour time frame and are committed to replace or add new resources in 5 days or less.

Ultimately however, it is our strong relationships with our clients and consultants that contribute to the mitigation of risk associated with resource turnover. ASG makes a strong commitment to meet with our clients and our consultants on a regularly scheduled basis to conduct performance assessments. As a result, we are fully aware when an individual’s performance fall below the client’s accepted standard; and we can accurately predict if someone wants to leave. This knowledge puts ASG in a position to be proactive to replace an individual in very short order for any reason, whether it is poor performance or if he/she makes himself or herself unavailable.

ASG has implemented a resume tracking system, which allows us to identify candidates who are optimally qualified for every requirement. The resume database contains over 6,000 qualified resources, most of which have Federal Government experience in similar technical environments. ASG uses ISYS as its text search tool, which allows us to select candidates immediately on a variety of search criteria. As a result, when and if a resource is required, ASG can immediately identify a pre-qualified candidate.

ASG also conducts on-going programs to aggressively search for experienced and qualified people. The following identify what those programs are and how they work.

Referral Program

ASG has found that recruiting candidates through current associates the referrals have been an extremely successful way to canvass for resources. We are extremely confident in their abilities and trust their judgment, however we still employ our rigorous qualification process. ASG fully supports this program and has implemented a Referral Bonus Policy whereby an associate will be rewarded for a successful hire.

Advertising

ASG uses the Internet to actively solicit candidates through our home page, newsgroups and employment web sites. ASG will also advertise in newspapers and trade journals for positions that have not been fulfilled by our other recruiting programs.

Job Fairs

ASG participates in local Job Fairs to recruit professionals to add to our database. We are an equal opportunity employer and firmly believe that everyone should have the opportunity to be recruited for a position that matches his or her educational and technical skill sets.

Strategic Partners

Over the years, ASG has cultivated strong working relationships with key strategic partners. Through these business relationships we can share resources if and when the situation dictates. The strategic partnership program significantly broadens our reach and the volume of pre-qualified consulting professionals we have to offer the client community.