Is It Time to Consider Staff Augmentation?

It is essential for any business that has been allocated a task with a tight deadline to have the adequate number of employees possessing the relevant skills. However, it can be hard to instantly source the correct personnel with the correct capabilities without having to make a substantial financial investment.

Staff augmentation is an increasingly popular strategy for businesses wanting to accelerate their time to market. This approach involves outsourcing work to a third-party organisation, or ‘staff augmentation business’, which can provide additional personnel to facilitate a particular goal. This method of staffing facilitates the hiring of specialist professionals, whose abilities can be tailored to the needs of the project, allowing businesses to gain the desired result more quickly.

Here are some of the most telling indicators that staff augmentation might be the best option for your company if it has short-term staffing demands.

  1. A lack of scalability within your firm.

    In these uncertain times, many businesses are opting for lean operations in order to maintain and increase their profit margins. Those leading companies that are able to remain ahead of the competition do so by having the capacity to quickly and effectively adapt to the ever-changing market conditions.

    One of the core principles of Lean is “Just-in-Time”, which allows businesses to quickly and efficiently meet the needs of their customers by providing the precise product or service when it is needed. This concept can also be applied when recruiting new personnel; having the ability to call upon the expertise of the most suitable people for the job whenever it is necessary will give your organisation a significant advantage over its competitors.

    Staff augmentation can be a great way for your business to quickly and easily increase its productivity without having to hire additional employees. This allows you to maintain your core teams for regular operations, while bringing in experts when needed for ambitious projects. Ultimately, this gives your organisation the ability to rapidly scale up in response to changing demands.
  2. Your company has a hard deadline it must fulfil.

    It is essential to allocate the right resources at the right time if your team is expected to meet a challenging deadline. Unfortunately, even the most successful companies can fail to adhere to their deadlines. For example, IBM discovered that only 40% of their projects were concluded within the predetermined timeframe, budget and quality requirements.

    In order to ensure the successful completion of a project within the specified timeframe, staff augmentation provides the possibility of obtaining additional resources. This service involves the recruitment of highly qualified IT experts who can be brought in whenever necessary and retained for as long as necessary.

    The findings of a recent survey conducted by Harvey Nash/KPMG indicate that Chief Information Officers are currently facing one of the most severe scarcities of computer talent since 2007. 65% of CIOs questioned reported that a lack of the necessary skills has been preventing them from keeping up with the rapidly changing advances in technology. To adequately equip their teams with the skills that may not be available in-house, CIOs should consider bringing in specialists on an as-needed basis.
  3. Your company requires a system that easily incorporates into your existing process.

    Staff augmentation, as opposed to outsourcing, allows your company to have full control of which tasks are assigned to whom. This means that you will have full authority over the ultimate outcome and direction of the project at all times.

    Permanent employees should not feel intimidated or threatened by the introduction of temporary team members, as they are all working towards the same project-related goal. Therefore, they will be much more willing to collaborate with the temporary staff, helping them to quickly become familiar with the necessary procedures.
  4. Telltale Symptom: Your Company Has a Spending Plan

    The recruitment of a new employee has far-reaching implications which extend beyond their annual salary. It is estimated that the overall cost of hiring a new employee may range from 1.5 to 3 times their salary, when all associated costs are taken into consideration. This includes expenditure on recruitment, training and induction, as well as additional items such as equipment, office space and insurance.

    Recruiting the right candidate for a full-time role requires a considerable amount of effort and time to assess potential employees and create a comprehensive remuneration package that meets each individual’s expectations. Additionally, there is the chance that the chosen person may not live up to the organisation’s expectations, meaning that additional resources will be required to get them up to speed.

    In response to the potential issues that could arise when it comes to recruiting, one solution would be to increase the size of the current team. This could involve the use of contract workers instead of hiring new employees, which could help the company to save resources. If the required skillset for a particular role is known, it may be possible to hire a contract worker to carry out the role for a specific period of time and only pay them for the tasks they carry out. This could provide the company with long-term financial benefits.

Finally, if you are considering staff augmentation as an approach to meeting your business needs, it may be advantageous to collaborate with a company that offers both staff augmentation and project outsourcing services. For those businesses that have requirements that surpass the capabilities of either personnel augmentation or outsourcing individually, this could provide a viable alternative solution.

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