When a well-known global food producer sought to switch from an outdated JD Edwards platform to SAP at more than 200 client locations, the Minnesota-based company turned to one of the “big four” consulting firms for assistance. It was a complex process that would attempt to bring grain processing plants, beef facilities, flour mills, and other traditionally low-tech establishments into the 21st century of record-keeping. The food company had trouble retaining many of the consultants on the mammoth endeavor, and a project that had once been given a five-year roadmap would eventually balloon into a 20-year quagmire.
The food producer turned to TriCom Technical Services for data-driven assistance in placing numerous technologists on the project, including SAP functional business analysts, SAP technical analysts, and various module experts. TriCom’s personal touch and attention to detail ultimately prevailed—every technologist on the project received high praise for their efforts, and a total of 10 consultants even converted to the client, a feat not normally possible with bigger integrators.
TriCom was well-suited to the job after helping a number of Fortune 1,000 food producers in the Twin Cities area with similar projects. But what made the difference? Why was TriCom more successful in bringing in well-qualified, properly vetted consultants?
The simple answer is this: TriCom takes better care of its consultants—before, during, and after the work is done. For starters, TriCom’s consultants get the same benefits that employees do, which leads to a concrete boost in morale, but there’s more to it than that.
One of our favorite maxims is, “You are more than your resume,” and our extensive vetting process aims to put those words into practice—a mindset we refer to as “Who First Recruiting.” What separates TriCom from larger companies is our ability and willingness to build a relationship with candidates. It’s not merely transactional. A face-to-face interaction, even if it’s virtual, can mean all the difference to a candidate and an employer getting off on the right foot. Should the meeting go well, the candidate completes an online skill and knowledge test known as an IKM Assessment, which is tailored directly to the duties and technologies associated with the proposed role. Competencies, work speed, and general strengths and weaknesses are all assessed. A final conversation is then held between TriCom’s sales team and the candidate before bringing the employer’s hiring manager into the mix.
This attention to detail—combined with a more competitive price point—made TriCom the superior choice to get the SAP implementation back on track. Candidates placed on the project had the right character as well as the necessary skills to make a difference. It’s yet another sterling example of why, now more than ever, it matters who you work with.