Consulting Services:

Workforce Planning and Talent Management

Acting with purpose to build a better future for small to medium size businesses

Workforce Solutions

Aligning Talent Acquisition with Business Goals, Growth, and Profit

Research shows business organizations that have strong workforce plans see higher performance and growth than those that don’t. Over the last decade, C-Suite Leaders have rapidly shifted their perspective to positively highlight the significant value that Talent Acquisition teams bring to the growth of their business. Your Human Capital plays an important role to your monetary advantage, when properly planned and managed.

Crescent Light Careers sees the utmost importance in strong collaboration. We help businesses establish healthy cross-functional partnerships to effectively collaborate across their enterprise. Our ability to effortlessly cross-function allows us to gain insight on business information that can be utilized to increase productivity and generate greater results for business overall. We take the time to understand the landscape of our Client’s business in order to optimize their Human Capital and become an advantageous impact on business goals and financial growth.

It is our intention to become a key partner in the growth of our Client’s business and revenue. Our workforce plans are established to enhance business objectives and maximize financial profitability. When Human Capital is utilized to their highest potential, businesses undoubtedly see an increase in success and retention.

Service

Workforce Planning

Hiring the Right People with the Right Skills at the Right Time and Place, at the Right Cost.

The job market is becoming increasingly competitive by the day. Today, the workforce environment brings more uncertainty and rapid change than ever before. As a Strategic Business Partner, Crescent Light Careers provides one of the most powerful tools to achieve your business goals and financial objectives through Strategic Workforce Planning.

1: Strategic Direction

  • Partnering with our Client’s to assess their current landscape and identify their short and long-term business goals and financial objectives.

  • Ensuring business goals are achievable and assisting with strategic direction. Identifying talent risks associated to build business strategies that fit with Client’s organization.

  • Working with Leadership to understand how workforce needs to be aligned to successfully achieve goals and objectives.

2: Supply & Demand Analysis

  • Analyzing the current workforce environment and labor market. Using trend analysis to forecast how the labor market is projected to change over time.

  • Understanding Client’s organization’s current and future workforce requirements.

  • Leveraging workforce and company data to measure and identify competency needs and future challenges.

3: Gap Analysis

  • Leveraging analytics to identify workforce gaps - the gaps between supply and demand.

  • Defining top priority gaps that holds the greatest impact on our Client’s organizational performance

  • Performing skills gap exercises to analyze skills of current landscape to evaluate current competency against what is needed to reach future business objectives

  • Creating engagement plans to determine most efficient and cost-effective methods to close gaps.

4: Solution Planning

  • Applying analysis to develop solutions and strategic action plans that meet current and future workforce needs, including: recruiting and retaining talent, organizational restructure, and technology enhancement.

  • Collaborating with Client’s Financial Partners to build solutions that reach company financial objectives.

  • Building solutions to improve overall employee experience to improve attrition and gain better retention rates.

  • Providing strategic plans to enhance Talent Management capabilities and overall company landscape.

5: Solution Implementing

  • Ensuring necessary resources are in place, roles are clear, and needs are met in order to implement action plans and achieve business goals.

  • Executing strategic steps in action plans to implement solutions that drive significant business results.

  • Promoting cross-functional collaboration to achieve results that effect overall growth of business.

  • Enable Client’s organization to meet and exceed strategic goals.

6: Monitoring Fruition

  • Monitoring the performance of implemented solutions and their impact on the identified gaps. Collecting and assessing metric data to reflect the success of Workforce Planning within Client’s organization.

  • Regularly seeking areas of improvement and any necessary adjustments to maximize effectiveness of strategic solutions on Client’s business objectives.

  • Consistently keeping up with new business objectives and current market data to update strategic workforce planning strategies.

Service

Talent Management

“Train people well enough so that they can leave. Treat people well enough so that they don’t want to.”

-Sir Richard Branson

Crescent Light Careers recognizes that the key to growth of business and revenue begin with the people you hire and the talent you retain. We provide the strategies to build and maintain a successful organization, enhance your Talent Management capabilities, all while ensuring your Talent Acquisition Department remains federally and locally compliant.

IMPLEMENTING OUR STRATEGIC SOLUTIONS INTO MANAGING YOUR TALENT WORKFORCE

Capabilities

Thriving Talent Acquisition departments have the right people in place to lead, guide, and teach their crew. True leadership lies in guiding others to perform at their level of success. Our joint success lies in our ability to collectively implement effective and efficient staffing processes and procedures that are compliant with federal, state, and local laws. It is proclaimed that most small and mid-size businesses suffer greatly in this area. Crescent Light Careers offers exceptional outsourced Talent Management Services to establish or enhance any Talent Acquisition department. We consider the strategic direction that our Client’s desire to progress their business and we apply the most suitable people to successfully perform their business objectives.

Strategic Employee Planning

  • Strategic recruitment processing of Client’s organizational needs to suitably achieve workforce requirements.

  • Align Recruitment to meet current and future business goals

  • Balance resources to accomplish current and future strategic plans

  • Execute steps to restructure organization to meet business objectives

  • Consistently assess business landscape and labor market to address needed reform and shift strategic plans

Recruitment Management

  • Build recruitment teams that bring value to the growth of business and fit into company culture

  • Enhance productivity for recruitment

  • Integrate and enhance recruiting processes that improve efficiency and results

  • Strategically align recruiters to business objectives

  • Consistently develop and educate teams to new and best practices to maximize their capabilities

  • Implement suitable goals, metrics, and SLA’s.

  • Develop trackers and pivot tables to collaborate with Hiring Teams and Business Leaders

Relationship Management

  • Build and manage strong relationships between Talent Acquisition and Hiring Teams, Program Leaders, Business Executives, and other Business Departments

  • Effectively foster cross-functional collaboration across business units to gain insight and maximize potential to accomplish business objectives

  • Create SLA’s between recruitment and hiring teams to ensure efficiency in obtaining Talent

  • Provide current market data to hiring teams to drive realistic expectations and direct reasonable goals

  • Regularly conduct intake and status meetings with hiring teams to adjust priorities and goals, discuss pain points and market data, collaborate on strategies, etc.

  • Collaborate with hiring teams to create compliant job descriptions that best reflect their needs and LCAT’s

Training & Development

  • Collaborate with stakeholders to identify and inform on specific training needs

  • Establishing series of education workshops, training, and development practices in support of enterprise research

  • Continually assessing federal, state, and local regulatory compliance requirements to address needed change and offer training

  • Prioritizing career development for Recruitment

  • Ongoing training & education efforts to for Recruitment and Hiring Leaders to improve execution and efficiency

Federal, State & Local Compliance

  • Execute compliance procedures to mitigate risk and prepare for audits from Federal agencies including (but not limited to):

    • Department of Labor (DoL)

    • Office of Federal Contractor Compliance Programs (OFCCP)

    • Defense Contract Audit Agency (DCAA)

  • Execute compliance procedures to mitigate risk from nationwide state and local laws relevant to location of every job posting

  • Continually assess Federal, State, and Local regulatory compliance laws

Diversity & Inclusion

  • Cultivate our Client’s reputation as a Diverse & Inclusive Business Leader

  • Implement processes and procedures to ensure our Client’s uphold their obligation to Affirmative Action and Equal Employment Opportunity

  • Increase company-wide performance, innovation, and productivity through D&I

  • Provide value to lower retention rates, higher revenue growth, and improve bottom lines through D&I

  • Outsource our HR Department to create Affirmative Action Plans (AAP) and build your AAP Guideline to comply with the OFCCP

Compensation

  • Comprehensive understanding of practices and laws that effect compensation, including (but not limited to):

    • Federal Acquisition Regulations (FAR)

    • Service Contract Act (SCA)

    • Fair Labor Standards Act (FLSA)

    • Equal Pay Act

  • Implement compensation guidelines into Recruitment practices

  • Consistently analyze labor market and provide market data to Client’s in reference to their job roles

  • Outsource our HR Department to create a comprehensive Compensation Guideline that includes coding to reflect your labor categories (LCAT’s)

Recordkeeping

  • Uphold Client’s regulatory compliance obligations to Federal, State & Local laws in regards to keeping detailed records in all aspects of full life cycle of recruitment

  • Implement Compensation Guidelines and Affirmative Action Guidelines into recruitment practices and records to show compliance. Outsource our HR Department to have your Guidelines created

  • Establish processes to mitigate risk

  • Improve and streamline existing processes

  • Establish and implement suitable technology to support Recruitment recordkeeping obligations

  • Prepare for audits to avoid penalties and other consequences

Schedule An Inquiry.

If you are interested in learning more about Crescent Light Careers or becoming a potential business partner, book a time to speak with our CEO, Vivien Tran. She will be able to assist in assessing if our services are right for your business needs.

Testimonials

"Whether she’s working as a utility player tackling the most difficult requirements that crop up or as a dedicated program recruiter building relationships with program management, she quickly brings order to the recruiting process and executes. Most importantly, she has a great, positive attitude and knows what it means to be a part of a team."

-Tim Yendall, Talent Acquisition Manager

"An amazing addition to my team ensuring that our staffing levels were maintained in the most challenging of environments with the most difficult to fill positions. Her energy and can do attitude are infectious and positively contributed to the great success of our program!"

-Dr. Jerry Gardner, Program Manager for HHS Contract

"She worked directly for me and very early on earned a promotion because of her GOVCON contracting knowledge, her ability to lead a team of recruiters, to coordinate and lead very large contract transitions and awards ($150mm+) and staff large contracts of over 100 personnel. She consistently leaned in to take on most difficult recruiting roles and place candidates across all Fed Civ/Intel/Defense programs."

-Jeff Lecuit, Director of Talent Acquisition