After considering the in-house resources, current and upcoming projects, individual employee capacity constraints, project timelines and deadlines, and other factors, it may be easy to decide additional human capital investment is needed. However, searching for and securing the most appropriate and skilled staff for the position(s) to be filled is not an easy undertaking. It can take much time if done alone, adding to the burden IT managers are already carrying on their shoulders.

There is no need to take on these IT staffing constraints alone. Partnering with an IT staffing company can help overcome the obstacles hindering and/or delaying the ability to bring on the IT staffing resources needed. Just one hour with an IT staffing account executive, to orient them with the company and its needs, is a simple step that can save significant time in the recruiting process. This time helps in achieving the sought-after increased operational efficiencies, so a two-way conversation with an IT staffing account executive should cover the following topics:

  • Culture
  • Are the people being sourced the right fit for the company?
  • Do the best candidates perform well under strict guidelines, or act first and apologize (if necessary) later?
  • Are attitude and personality as important as hard “skills”?
  • Experience Relevancy
  • Are the candidates being provided relevant to the position for which they are needed?
  • Are they offering the right level of experience needed to perform the job?
  • Competitive Intelligence
  • What are the benchmarks for IT salary expectations in a particular industry?
  • How do the specific duties and responsibilities of a role add or detract from the wage model?
  • What is the current demand for these skills, by other employers, that may be a factor in the supply and demand and time-to-fill equations?
  • Strengths and Weaknesses Assessment of the Current Team
  • What skill sets already exist within the team? At what level?
  • Where is the gap in overall organizational knowledge and performance?
  • What is the best mix of capabilities and work styles required, through staff augmentation, to increase the productivity of the entire team?
  • Contract, Contract-to-Hire, or Direct Hire
  • Is a long-term investment in a permanent hire needed?
  • Would a contracted resource be sufficient to fulfill your current staffing deficiency?

Looking for, evaluating, and ultimately deciding on the best candidate for a particular position can be a mind-boggling task. IT managers must effectively deal with many issues in the hiring process before successfully augmenting the existing workforce within the organization. However, irrespective of the issues that may arise, an effort to ensure long-term success is crucial for the benefit of the organization. Hence, if an outside party can help supplement the ability to hire right, that partnership must be materialized, so that a company in need of competent IT staff can receive the best candidates efficiently and effectively, further developing and solidifying the company’s competitive advantage in the industry.

 

Todd-Harootyan
Todd Harootyan
Director – Sales



Senior management can be quite stringent when it comes to shelling out more time and money to hire additional staff. However, when an extra hand is needed to help complete projects with greater effectiveness and efficiency, a little time spared, and a few bucks here and there can be the difference between doing something good and doing something great.

Illustrating how the latter can be accomplished should be the goal of IT managers in need of additional staff to help meet the increasing demands of the company. Proving to the hiring managers how an addition to the existing workforce can be beneficial to business operations may open the door to access greater project efficiencies.

IT managers should highlight that hiring additional staff can:

  • Eliminate capacity constraints, improving sales, service, and operational efficiencies
  • Increase productivity, decreasing the response time to problems in a network or application
  • Help meet deadlines, furthering the economic benefit of faster project implementation
  • Shorten the learning curve for new technologies, creating more efficient operations at more rapid pace

Additionally, having an efficient process in place to hire the right staff can help ease the load on hiring managers seeking to advance their capabilities within the organization. Many companies take too much time to create what they believe is the right offer and to extend that offer to the shortlisted candidates. However, as top IT staff are not in the job market for much time, a lapse in efficient hiring processes could, consequently, result in the loss of top talent.

To ensure getting a hold of top talent as quickly as possible, the following methods help make hiring faster:

  • Having great job descriptions prepared for all critical positions
  • Creating a clearly defined candidate evaluation process, including systems for resume scoring, interview evaluation, and assessment testing
  • Providing better training to department managers on the hiring process (how to spot the best resumes, how to interview better, how to negotiate salary, )
  • Preparing interview questions specific to IT professionals and having them ready before you ever need them.
  • Improving communication between your department and human resources to avoid bottlenecks

By providing these insights and having a streamlined IT staffing process, senior management can understand how a lack of the right amount of the right staff can lead to inefficiencies throughout the entire organization. These can be in the form of increased costs, loss of clients, loss of revenue, and even staff attrition. Therefore, a proactive approach in hiring additional staff is required, to decrease costs or increase productivity and revenue, further increasing an organization’s ROI.

Director Recruitment Gaurav Verma
Gaurav Verma
Director Recruitment



Finding the right IT talent is about finding candidates with not only the right aptitude, but also the right attitude. Candidates need to have a balance of technical skills and soft skills, and must be a cultural fit for your client.

However, finding and securing those elusive “purple squirrels” is not an easy task. With recruiting being a numbers game, sales targets should always be in mind and in sight, implying that an active collaboration between your sales team and your recruiting team is a necessity.

An in-depth understanding of your client’s needs on the one hand, paired with the delivery of resources that meet those needs on the other, is what contributes toward and supports organization-wide success. Adding to that success is a clear-cut, defined process, highlighting the steps needed to source, screen, schedule, secure, and settle-in any prospective candidate for a client.

A streamlined recruiting process is a key success factor, and if every step of the process can be tracked, optimal quality can be ensured before resources finally arrive in the hands of the clients. Couple this with web tools to develop, access, and understand a strong candidate pool, and you can take your recruiting to enhanced levels of efficiency like never before.

While social media has provided the ability to find more apt candidates, expect to see an increase in the way other tools, such as automation and artificial intelligence affect the recruiting process. Such tools will further expedite the more tedious tasks of sourcing and screening, leaving the intangibles in the hands of the expert recruiters, to provide the most appropriate resources to your clients, more efficiently and effectively.

The future of IT staffing overall will be dictated by the increasing needs of organizations seeking capable talent, adept in digital technologies, and able to guide organizations through their digital transformation initiatives. From a recruiting perspective, being prepared for this future involves taking a proactive approach, rather than reactive.

 

VP Shipra Sharma
Shipra Sharma
VP, Recruiting