The last year’s events have flipped the world of business on its head, and we’ve all had to change gears to figure out the best course of action. However, the slowdown in activity has come to an end. Most businesses are preparing for the future by revising their plans and embracing new strategies for onboarding talent. Digitisation, automation, and new technologies are all part of the strategy for organisations in 2022.
Why is the IT Staffing Market Is So Competitive?
Unbalanced Demand for Skill Sets
The need for specific specialised knowledge and abilities is on the rise. DevOps, for example, had a 319 per cent increase in demand, while Python programming saw a 137 per cent increase in demand. According to CIOs and IT CEOs, cloud developers, front-end developers, system administrators, and business intelligence proforderals will also be in high demand in the second half of 2021. As a result, the need for the product is significantly outpacing the supply.
Opportunities Highly Qualified Professionals
Competition for the best talent is partly fueled by specialisation and qualification. Max Ischenko, the creator of Ukraine’s largest developer community, only 16% of job applicants receive 80% of employment offers. The demand for the finest talent and the necessity for competitive remuneration are both driven by a rise in interest in the top people.
As a result, the time it took to onboard talent climbed from one to two months for most candidates. More than half of the participants say the recruiting process lasts more than three months.
Employee Retention is Essential.
The IT recruiting market is now dealing with a slew of issues, including lengthy hiring cycles, a lack of qualified employees, and, as a result, postponed tech initiatives. Another problem often forgotten is the need to onboard talent with the expertise and retain new hires.
A lack of agility in onboard talent means that the top workers are often lured away by rivals with better pay and fascinating work. Resource and staff augmentation providers cannot always promise to keep their employees when your proposal is below the market, nor staff augmentation providers cannot always promise to keep their employees when you fail to treat your onboarded employee as equal members of your team and neglect to engage them regularly.
Checklist for Approaching Onboard talent with Staff Augmentation
It’s never been so simple to onboard talent, especially the best IT professionals. In the end, keeping them on your side is not a piece of cake. The vendor acts as an intermediary between you and the staff you need and provides quick replacements if one of them quits. However, if you don’t approach these collaborations strategically, you may be unable to fix capacity shortages quickly or in the long term.
Start with Role Definitions
An organisation’s ability to meet its strategic goals is directly tied to its ability to onboard talent and retain the best employees. To avoid employing incorrect individuals, you need to know precisely what you need and why you need it in the first place. So, how do you find the right IT outsourcing partner and putIT outsourcing partner and put up a detailed description of onboard talent and what you need?
Providing precise position descriptions is the first step to an effective onboard talent process and successful resource augmenting. To do this, you must:
- Make a list of the natural talents and skill sets lacking from the job description.
- A new specialist must meet your tech, business, and seniority needs. Specify these requirements.
- Each job should be defined in terms of its duties and how it will contribute to the project.
If you want a quick and efficient process to onboard talent, you need to offer your vendor a list of specialists you require, applicant descriptions, and the duties of each position. Your vendor will use this information to create a staff augmentation proposal outlining the conditions of collaboration, deliverables, prices, etc.
Test Your Knowledge of Managing Remote Teams
Staff augmentation necessitates continual supervision and support for remote workers, which many organisations fail to grasp. When onboarding talent, these new hires haven’t been given any training since they’re either assumed to know what they’re doing from day one or expect the vendor to do so. Failures in onboard talent and retention may be avoided by adopting a perspective like this.
After the candidate accepts your offer, your journey doesn’t end there. Remote employees want their occupations to substantially impact their lives, which is true regardless of location. Employers must assist in meeting this requirement to remain competitive, or they risk losing talented employees to competitors. In 2020, for example, one in five people willingly changed jobs amid a worldwide slump.
The onboard talent and management of recruits is a task in and of itself with staff expansion. Workload allocation and integration into your processes will be necessary. Regarding administrative assistance, yes, your outsourcing provider will be there for you. As a result, you must introduce individuals to your operations, keep them updated on what’s going on with the team, transmit needs, and allocate backlog.
Make the Transition to Long-Term Planning
It’s possible to start modest and grow gradually through personnel augmentation. However, if your outsourcing partner cannot access changes on your timeframes, scaling up will take more than a few days or even months.
Few manufacturers can afford to have a dozen developers on hand just in case you or another firm should need them in a market as hot as this one. Because of this, you should inform your external partners about your expansion goals ahead of time so they can source personnel in a timely manner.
In most cases, tech portfolio expansion strategies are laid out quarterly or annually. Planning a large-scale technology project takes a lot of time and effort. If you are not yet clear about the larger picture — the choice to recruit more staff to deal with an expected mass of work — you should send your outsourcing partner a quick update as soon as possible.
Long-term planning may also help you negotiate better staff augmentation pricing models with the vendor if you let them know about your upscaling ambitions.
The IT workforce is in high demand. The increasing number of new workers isn’t filling the growing demand shortages. Due to the difficulty in locating and maintaining qualified IT personnel, outsourcing suppliers may decline your request for collaboration if your project specifications are imprecise and your long-term cooperation intentions are hazy. Given the conditions, it is necessary to abandon the notion of staff augmentation as a temporary solution and instead view it as a collaborative effort.