Hays Specialist Recruitment Limited

Hays Delivery, Training & Support

Hays Delivery, Training & Support

Features

• Planning: Enablement and planning for cloud solutions and services
• Migration: Implementation and migration solutions and services
• Security: End to end security by design
• QA & Performance Testing: Ensuring requirements, business case and quality
• Training: Training needs analysis and training solutions and services
• Support: Post implementation hypercare

Benefits

• Planning: Sets the Buyer up for success
• Migration: Roadmaps and critical pathways save the Buyer time
• Security: Security first principle reduces the risk to the Buyer
• QA & Performance Testing: Robust testing processes ensures quality
• Training: Embedding training and upskilling increases the speed of adoption
• Support: Hypercare continues to assist and develop the Buyer's competency

£350 a unit a day

• Education pricing available

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at bidsandcontracts@hays.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 14

Service ID

529923447079062

Contact

Alexandra Goncalves
+44 (0)161 236 3553
bidsandcontracts@hays.com

Planning

• Planning service: Yes
• How the planning service works: We believe delivering successful customer engagements is a ‘high contact sport’. This mindset is what we apply to our ways of working from initial engagement and identifying requirements through to knowledge transfer, training & ongoing support. We utilise the following 2 stage methodology:; ; (i) Orientation & Discovery; • Capability Assessment - Assessment of existing systems, applications & infrastructure to establish the ‘as-is’ landscape; • Requirement Gathering – Creating a cloud strategy & the future “to-be”. This involves engaging with stakeholders to understand business objectives as well as factors such as security, cost and scalability; (ii) Gap Analysis & Planning; We utilise an appropriate framework to evaluate the gap between the current state and the desired future state as well as taking a holistic view of the buyer’s IT estate to gaps & opportunities for improvement. This involves:; • Choice of Cloud - Private, Public or Hybrid. Vendor selection ; • Security Architecture - Define security controls & compliance requirements; • Identifying Capability Gaps - Understand where buyer’s current capabilities fall short and how cloud services can address those gaps; • Cloud Roadmaps - Draft timelines for a phased approach to migration & identify critical paths for activities such as data transfer
• Planning service works with specific services: No

Training

• Training service provided: Yes
• How the training service works: We design and deliver custom training curriculums in collaboration with the Buyer. Our unique approach involves both intensive bootcamps and ongoing support ensuring the users are comprehensively trained. We cater to both upskilling new staff and reskilling existing ones, specialising in various technology pathways like Software Development, DevOps Engineering, Technical Business Analysts, SOC Analysts, and Cloud Engineering. Our curriculums can be multi-cloud or specialized (Azure, AWS, Google Cloud).; ; Our training combines theory and applied learning through interactive workshops and practical application, delivered via virtual classroom sessions, project work, and in-person days.
• Training is tied to specific services: Yes
• Services the training service works with:
  • Cloud Engineers (multi cloud or specialised)
  • DevOps Engineers (multi cloud or specialised)
  • SOC and Cloud Security Analysts
  • Technical Business Analysts
  • IT Project Managers
  • Software Developers
  • Data Analysts

Setup and migration

• Setup or migration service available: No

Quality assurance and performance testing

• Quality assurance and performance testing service: Yes
• How the quality assurance and performance testing works: We provide a comprehensive end-to-end testing framework including test strategy creation through to UAT, QA and performance testing.; QA Testing: This how we ensure that the services meet the original business case and the solution does what it’s supposed to do and validate software functionality, security and compliance by identifying defects, inconsistencies and usability issues.; Performance Testing: This is how we demonstrate and evaluate how the system behaves under various conditions assessing scalability, responsiveness and stability. We provide load testing, stress testing and endurance testing.

Security testing

• Security services: Yes
• Security services type:
  • Security strategy
  • Security risk management
  • Security design
  • Cyber security consultancy
  • Security testing
  • Security incident management
  • Security audit services
  • Other
• Other security services:
  • Vulnerability Assessments (Internal and External)
  • Penetration Testing (Internal, External, Web App, Wifi, API etc)
  • Threat Hunting
  • Cyber Maturity Assessments
  • Cloud Security Audits
  • Cyber Incident Simulation
  • VCISO
  • Incident Response
• Certified security testers: Yes
• Security testing certifications:
  • CREST
  • Other
• Other security testing certifications:
  • CISSP
  • OSCP
  • CREST CCT
  • GIAC GPEN
  • GCIH

Ongoing support

• Ongoing support service: No

Service scope

• Service constraints: We do not provide hosting services.

User support

• Email or online ticketing support: No
• Phone support: No
• Web chat support: No
• Support levels: Post-implementation hypercare plays a pivotal role in ensuring the smooth adoption of cloud services. Addressing user and technical issues promptly is essential for achieving business objectives. The hypercare process involves several stages:; ; Analysis: Identifying weak points, trends, and patterns helps focus on areas needing attention.; User & Stakeholder Engagement: Proactively seeking user feedback fosters satisfaction and productivity.; Proactive Monitoring & Fixes: Regular software and system updates, along with issue resolution.; Training & Knowledge Base: Linking lessons learned to training materials drives continuous improvement.

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Up to Baseline Personnel Security Standard (BPSS)

Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: No
• Other security certifications: No

Social Value

• Social Value:

  Social Value

  • Fighting climate change
  • Covid-19 recovery
  • Tackling economic inequality
  • Equal opportunity
  • Wellbeing

  Fighting climate change

  We have best practice policies that embed and support Carbon Reduction Planning in support of Green Initiatives such as NHS Net Zero. Please follow the link below for our Carbon Reduction Plan, completed in accordance with PPN 06/21: Hays Carbon Reduction Plan. ; Our commitment to a liveable and low carbon city is further evidenced by our ISO 14001 Environmental Management System and ISO 50001 Energy Management accreditation. Initiatives and ongoing activities we will commit to throughout the Framework Agreement include:; ; Net Zero; Our carbon neutral status is based on having calculated and offset all aspects of our Scope 1 and 2 and selected aspects of our Scope 3 greenhouse gas emissions. Our Science-Based Targets (SBT) have been approved by the Science-Based Targets initiative (SBTi). ; ; These targets are a key part of our ambition to be the first global specialist recruitment firm to reach Net Zero. This landmark step demonstrates Hays' firm commitment to fighting climate change, and our targets are consistent with reductions to keep warming to 1.5˚C, the most ambitious goal of the Paris Agreement. For details on our Net Zero journey, click this link. ; ; Internal Initiatives; Ongoing initiatives that are reducing our carbon emissions and supporting the environment include:; •Zero heroes – our dedicated employees who are on a mission to banish single-use plastics across all our offices in the UK and Ireland.; •Recycling IT Equipment – We have collected unnecessary IT equipment from our offices across the UK to donate to schools via Hays Education. ; •Partnering environmental charity Trees for Cities – for tree-planting initiatives and conservation projects in cities across the UK. ; •Energy switched to renewables – Where possible we switched energy supply to renewable sources. ; •Sustainable stationary supplier – the only major carbon neutral stationary supplier and in their industry to be ETI accredited.

  Covid-19 recovery

  Hays is providing the local community in need of support with upskilling training via My Learning (My Learning from Hays) and our Hays App to help improve their employability and various technical skills. By engaging with our learning tools, local residents will enrich their profiles and gain greater access to value added careers services. ; We can offer social value through our job seeking skills programmes. These target out of work residents and support them to develop the sustainable skills required to secure employment. This service will be focused on using our extensive recruitment expertise to give residents the best opportunity of finding employment.; This programme will include jobs skills training to unemployed local residents with the specific goal of getting them into work. Assistance with CV writing, interview techniques, interview preparation as well as specific discipline training to give residents the tools and qualifications needed to get back into work.; We can provide residents local to agencies and public bodies with employability workshops through our volunteering programme:; •CV writing; •Making successful applications; •Competencies & Interview skills; •Hidden job market & Networking; •LinkedIn & Online Branding; •Managing change and developing resilience.; ; Our internal initiatives will support delivering local Social Value with local direct Hays employees across the contract. Activities we undertake to support this include:; •Real Living Wage; •Flexible and family friendly working practices –Since returning from COVID, Hays has introduced a Hybrid working pattern for all employees. We allow staff to start/finish early or late to help them accommodate family commitments. Staff can also formally apply to change their hours/working pattern.; •Appropriate channels for effective voice – For our staff Employee Engagement each year, we conduct Your Voice, our global employee engagement survey. ; •Investment in workforce development – All employees receive extensive training when they start working at Hays.

  Tackling economic inequality

  Collaboratively, we will review the issues and identify opportunities to create meaningful employment opportunities for those facing barriers including:; •Long-term unemployed; •Low-income individuals; •Ethnic minority groups; •School/college leavers; •Care leavers; •Newly arrived citizens; •Disabled; •Homeless; •Returning to work after a prolonged absence; •People facing digital exclusion; •Ex-offenders.; ; All roles will be advertised within local job centres and we’ll utilise our partners to reach under-represented groups and those who have been long term unemployed.; Some examples of ways in which we can further create opportunities for those who face barriers to employment include: ; ; Project Flourish – in collaboration with EveryYouth®; The project is dedicated to improving the social mobility of some of the most disadvantaged young people in the UK, through an employability programme which helps them gain employment and, just as importantly, develop and ‘flourish’ once in their new role. In order to develop this pro-bono service to selected Hays clients, it was essential to understand the challenges and opportunities, along with the level of resource and support already available.; ; For young residents who need support with independent living, we can network them with project flourish to support them into meaningful paid employment. For example, Hays has recently placed a young woman from Ukraine into its own central services team for a year placement through this programme, adapting our usual recruitment interview process to support them and build their confidence.; ; Ex-Services Opportunities; Hays is a forces friendly employer. We know that throughout their military careers, reservists and veterans develop a variety of skills and qualities transferable to the civilian workplace, including planning, process, strategy, problem solving and, of course, teamwork.; ; We have also signed the Armed Forces Covenant to show our support and commitment and we hold the Gold award in the Defence Employer

  Equal opportunity

  Our approach ensures we develop a database and talent pools which are ever more diverse, improving the candidate reach of our clients, and we look to create employment and training opportunities, particularly for those who face barriers to employment. ; We have recently acquired a majority stake in FAIRER Consulting (formerly Vercida Consulting). FAIRER Consulting are specialist DE&I consultants and pioneers in the fields of diversity, equity and inclusion. ; As part of the Solutions & Advisory Services at Hays, they are an inclusion management company that supports businesses around the world to expand and diversify their talent pools and to create inclusive work cultures in three key areas: education, leadership and consulting. ; Building Talent Pools; We believe that DEI is a key consideration in recruitment and selection, and our work internally and externally with clients supports the principle that recruitment should always be on merit, by fair and open competition. We have designed a consultant checklist around eight core stages of the hiring process that we will share with the customer and following subsequent agreement, deploy to support DEI commitments. ; We utilise diversity-specific job boards to drive engagement across specific communities. We work with over 100 job boards, including diversity specific platforms, alongside our strategic partnerships with various affinity groups who all specialise in reaching currently underrepresented parts of the community. ; We also have strategic relationships with several affinity groups which support commitments to increase greater diversity and inclusion in the workplace. Our strategic partnerships include: ; •Black Young Professionals (BYP) – with a network of 50,000 members (and fast rising) from a wide range of professional skill sets; •The Alliance Network – brings together LGBTQ+ professionals and staff networks; •MyGWork – the business community for LGBT+ professionals, students, inclusive employers and anyone who believes in workplace equality.

  Wellbeing

  To create a community of acceptance and remove stigma, continuous consistent communication is key. We can implement campaigns that showcases mental health should be a daily task.; ; With all workers, we will provide access to POWR by Wrkit, a simple-to-use online tool that helps individuals learn the skills to improve their wellbeing. It looks at different aspects of their life and gives them a personalised plan to manage their own mental health.; ; In collaboration with the customer, we can create awareness by releasing monthly wellbeing newsletters and quarterly wellbeing webinars for internal staff/candidates that highlight national initiatives/topics (i.e., mental health awareness week), embed links to TedTalks/YouTube, blogs or wellbeing courses and links to various resources available.; ; We can run campaigns with the customers aligned mental health topics via email/social media (i.e., like we did with LiWW here) and can signpost people to Wellbeing courses via our My Learning Platform, including how to deal with stressful situations or overworking. ; ; Wellbeing@hays; We want our people to feel happy, healthy and productive every day of the week. We know that many factors influence our wellbeing; it can be work, relationships, health or money worries or a combination of many factors.; At Hays, we may not be able to solve all these challenges, but we can offer an environment at work where, each and every, one of us feels supported in when things do not go so well or are not quite right.; We aim to offer a more holistic approach to wellbeing that accommodates the varying needs of our employees. As such, our overall employee wellbeing strategy is made up of 4 key pillars; My Life, My Health, My Money and My Work Environment. Each is as important as the next, because we know they all have a knock-on effect on each other.

Pricing

• Price: £350 a unit a day
• Discount for educational organisations: Yes

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at bidsandcontracts@hays.com. Tell them what format you need. It will help if you say what assistive technology you use.