Not everyone heard of the outstaffing model of work just five years ago. Now the situation has changed exactly to the opposite: there are very few people left who are not familiar or have not tried this model in practice. But outstaffing is not a panacea. It has its pros and cons, which are often not known or forgotten. Therefore, we decided to release a series of three articles, where we will describe cases when outstaffing can be the most effective option, backing all this up with real cases from our company.
The first case is the urgent hiring of employees to complete a team for a client’s project.
Finding additional employees under tight deadlines is a very common task. Moreover, quickly hiring specialists is difficult at any time, and even more so when the market is in a state of “staff shortage”.
The task consists of several stages:
searching for potential candidates,
conducting HR selection,
carrying out technical selection,
employee registration,
onboarding to get started.
It is also worth considering that the speed of closing a position will also depend on internal processes, qualifications and the number of HR specialists.
Outstaffing in this case is good because the employees offered to you have already been tested for hard and soft skills. Therefore, three of the five points above can be excluded, leaving only technical selection and onboarding. This significantly speeds up the solution of the problem and guarantees the quality of the candidates being considered.
Case
We were contacted by a company developing a plugin for marketplaces, which unexpectedly received a budget approval. Since the approval period was long, there was a little more than three months left to implement the project, and of the necessary specialists in the team there was only a Product, who combines the role of an analyst, and a backend developer.
Task
Quickly get four missing specialists to the project: one backend developer (python), two frontend developers (vue.js) and one QA specialist.
Solution
Within 1.5 hours after receiving the application, we offered the first candidates. During the discussion of the proposed specialists, we agreed that the best option would be to add two full-stack developers and one tester to the team.
Within one day, we proposed suitable candidates. It took two days to carry out technical interviews and two more – for the paperwork and onboarding. As a result, the team started work five days later and delivered the project right on time.
Not everyone heard of the outstaffing model of work just five years ago. Now the situation has changed exactly to the opposite: there are very few people left who are not familiar or have not tried this model in practice. But outstaffing is not a panacea. It has its pros and cons, which are often not known or forgotten. Therefore, we decided to release a series of three articles, where we will describe cases when outstaffing can be the most effective option, backing all this up with real cases from our company.
The first case is the urgent hiring of employees to complete a team for a client’s project.
Finding additional employees under tight deadlines is a very common task. Moreover, quickly hiring specialists is difficult at any time, and even more so when the market is in a state of “staff shortage”.
The task consists of several stages:
It is also worth considering that the speed of closing a position will also depend on internal processes, qualifications and the number of HR specialists.
Outstaffing in this case is good because the employees offered to you have already been tested for hard and soft skills. Therefore, three of the five points above can be excluded, leaving only technical selection and onboarding. This significantly speeds up the solution of the problem and guarantees the quality of the candidates being considered.
Case
We were contacted by a company developing a plugin for marketplaces, which unexpectedly received a budget approval. Since the approval period was long, there was a little more than three months left to implement the project, and of the necessary specialists in the team there was only a Product, who combines the role of an analyst, and a backend developer.
Task
Quickly get four missing specialists to the project: one backend developer (python), two frontend developers (vue.js) and one QA specialist.
Solution
Within 1.5 hours after receiving the application, we offered the first candidates. During the discussion of the proposed specialists, we agreed that the best option would be to add two full-stack developers and one tester to the team.
Within one day, we proposed suitable candidates. It took two days to carry out technical interviews and two more – for the paperwork and onboarding. As a result, the team started work five days later and delivered the project right on time.