Staffing: 99% of government services companies are basically staffing agencies or “people reseller” for the government, and the business model basically works like this:
The government needs 10 people to staff a call center
You offer to provide those 10 people at $60/hr/person
You pay those people $40/hr/person
You keep the $20/hr difference
But really: This is an over simplified example but this is how most services companies work, they are basically staffing companies for the government.
People are your product: If you win a services contract you need to deliver the people, people are your product
How do you have an “inventory” of people: Since people are your product you need a pipeline of people who are either unemployed or are willing to leave their jobs to come work for you if you win. But people don’t just sit on a shelf, they change jobs and change professional goals so maintaining a list of people is challenging.
Your people pipeline is a huber driver of your profitability: We go into more detail in our business models classes but your ability to cultivate a pool of quality people to staff your wins is a huge driver of your profitability
Building your employee pipeline
Finding people: Ideally you will have a rolodex, or pipeline, of people that you could staff:
LinkedIn: Review your LinkedIn analysis and looking for people that you could hire
Collecting cards: When you go to trade shows and events keep your eyes out for people you might want to hire
Add them to FedScout: Add promising people to your supplier pipeline
So here’s something most people don’t talk about in government contracting, 99% of government contractors are resellers, they’re either reselling people or reselling products. Even the mega primes are basically staffing agencies for the federal government.
So if you're a services company aka a people reseller then you need to have a supply of people that you can quickly hire and staff. And you need to have identified them before you submit a proposal because
One, you may need to submit their resumes as part of your proposal
Two, good primes will want to see who you are bringing to the contract,
And three if you start looking for people after you get the award you won't have the time to find, vet and on-board the people you need by contract commencement.
So you need to have identified and preferably pre-negotiated a rough employment relationship with a half dozen people.
In the exercise below you’ll see your linkedin contacts organized by what they do and we recommend selecting six to ten people and FedScout will add them to your staffing pipeline.
Once they are added, FedScout will help you engage them and move them towards a contingent hire relationship.
If you're a product reseller then you need to do the same thing, but with manufacturers rather than with people. And unfortunately we don’t have a convenient tool like LinkedIn to help us identify promising OEMs, but assuming you know the OEMs you can add them into your work plan and FedScout will help you track and drive towards a full reseller relationship.
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