Staff augmentation is becoming an increasingly attractive proposition for businesses looking to boost capacity, amp up in-house expertise, and balance the books.
But if staff augmentation is the answer, what’s the question? How do you screen and select the ideal candidate? Then how do you get the best out of the relationship? Adam Crofts, Head of Brennan Talent Solutions, unpacks the answers.
As inflation pinches and costs rise, optimising costs and boosting operational effectiveness is a common business refrain1. IT leaders aren’t immune to these prevailing pressures.
Under the cosh to trim costs and headcount, yet maintain operational agility, capability, and scalability to deliver on organisational goals, aligning needs with budgets is a tricky tightrope to walk.
Labour market pressures might be easing2. But when you factor in just how long (an average of 40 days3) and how much (anywhere north of $23,0003) it can take to hire competent staff, it’s no surprise a growing number of IT leaders are turning to IT service providers with staff augmentation capabilities for solutions.
It’s a clever fix for boosting capacity, bridging the skills gap between your business needs and the resources on hand to meet them, and utilising Operational Expenditure (rather than Capital Expenditure) to balance the books.
But when does the staff augmentation model work best? How do you find a provider that fits, and then get the most from them? Let’s unpack the answers.