If you’re ready to hire a team of developers, you may want to get comfortable because according to Rootstrap, the average time it takes to hire a software developer is between two to 6 weeks– but that only applies to a typical software developer who’s hired for a very basic position. If you require a developer with specialized skills, as is often the case, your hiring timeframe could be weeks longer.

This is the reality of hiring a single software developer. But what if you need more than just one developer; what if you need an entire team? You’re tasked with filling multiple positions and in the process, you must be sure that you choose talent who can mesh well with others. A group of individuals does not constitute a team; you need to find developers who have a productive dynamic.

With that said, it’s probably no surprise that the recruiting and hiring process can be a long and rather frustrating one. This is especially true of staffing needs that relate to high-value or especially time-sensitive projects. In many cases, it is not uncommon for a company to spend 8-to-12 weeks or longer hiring a specialized team of software developers. To make matters worse, there’s no such thing as a one-size-fits-all developer, so you could find yourself in a scenario where you’re approached by a development team leader because they’re concerned about a new hire who just isn’t pulling their weight. In the haste to fill a position, a company may overlook the traits that are required to find the right tech talent for the job.

You may not be entirely surprised to learn that on average, there are five companies competing for every available developer. There is a tremendous gap between supply and demand in this talent pool, and that gap is expected to grow even larger. That’s because mobile technology, the Internet of Things, and everyday uses for technology — like summoning a ride via Uber or turning up your home’s AC using an IoT-integrated smart home app — are becoming more and more commonplace. According to U.S.News, the U.S. Bureau of Labor Statistics expects 26% growth in this profession over the next 10 years, which is about 371,000 jobs.

Why is it So Challenging to Hire a Team of Developers (Quickly)?

The ability to call in a team of developers quickly is important for many companies, both large and small, as it gives you the flexibility to take on profitable projects that you might otherwise be forced to pass up. It also positions you to implement new software and other tech measures promptly.

You may know that you need team members with skills X, Y, and Z. But finding those developers precisely when you need them and assembling a team that can work in a cohesive, productive manner can be a challenge. There are many obstacles standing in your way, including the following:

• You must form a cohesive team, with individuals who complement each others’ personalities, working styles, and skill sets;
• Recruiters may have a limited understanding of what skills and attributes are required in tech talent, so you could end up with a team that’s poorly equipped to meet your needs;
• Many HR staff lack the knowledge required to properly evaluate tech candidates effectively, so they’re forced to cut corners or pull experts from an already-time-pressed tech department; and
• Company leaders may focus exclusively on technical capabilities, failing to consider the importance of soft skills and team dynamics.

When you combine a short timeframe with the typical challenges associated with hiring a software developer, IT experts, or other tech staff,  you may find that you’ve created a recipe for disaster. In the end, this can result in a scenario where you hire the wrong person (or people) — a potentially costly mistake. It’s not uncommon to hear of companies that spent months assembling a development team that had good dynamics and the collective skill set required to get the job done right. But you don’t have months. So what’s the solution?

IT Staffing Services and Other Hiring Solutions

An alternative option is to turn to a tech staffing service provider, who has the experience and knowledge required to assemble a winning team quickly. Staffing firms have several advantages over the internal HR department. They have refined the tech recruiting, screening, and vetting processes, and their extensive knowledge of the tech industry means they’re well-positioned to find the right person for the position. Tech staffing firms also maintain a massive database of candidates who are open to new opportunities, so they can often assemble a cohesive team with minimal recruiting.

Tech staffing firms like iTech specialize in temporary on-site staffing services, which provides companies with an added advantage: you’ll get the right talent precisely when you need it, thereby allowing you to seize opportunities that you would normally pass up. iTech deals in temporary staffing solutions, so if your need is long-term, your company will get the time it needs to properly assemble a permanent team. The temporary team serves as an interim solution, fulfilling your needs in the short term. We also offer tech consulting services, so our experts can provide you with the guidance you need to improve your recruiting and hiring process for developers and other tech staff.

iTech’s development teams are well-established groups, with members who have already learned how to reach maximum productivity as a cohesive unit. This means you’ll see the best results right out of the starting gate, which is good news if you’re on a tight deadline.

iTech is based in Dallas, Texas and we work with clients locally and beyond DFW, Houston, and Austin. If you need help to hire a team of developers, contact us today

The post Are You Struggling to Hire a Team of Software Developers? first appeared on iTech.

When dealing with staff augmentation contracts, you need to work with a qualified attorney who can clearly articulate the terms of the relationships the contracts codify. Temporary onsite tech staff can be privy to sensitive data, processes, and technology. So you must protect your intellectual property, proprietary technology, and company interests as a whole.

Using a Contract to Protect Proprietary Technology and Trade Secrets

Companies spend millions of dollars on trade secrets and proprietary technology development. If that information were to become public, it could result in massive economic harm.

That is why it’s essential that your contracts include a non-disclosure clause prohibiting staff from revealing or sharing such information. Your contract should be very specific in what can and cannot be disclosed.

Including a Non-Compete Clause in Your IT Staff Augmentation Contract

Some companies will include a non-compete clause in their contracts. This type of clause prohibits an individual from working with a competitor during their time with your company and even for a certain timeframe after your business relationship ends. This prevents former temporary employees from sharing (intentionally or unintentionally) sensitive information after going to work for a competitor.

A non-compete clause must clearly articulate what constitutes a competitor, either by name, by industry/specialty, or by geographic region. This portion of the contract should also specify a reasonable timeframe for the non-compete prohibition.

It’s important that this section of your contract is realistic and reasonable. Otherwise, it may fall into the realm of “unenforceable” in the event that you were to take the matter to court. For instance, a judge would be extremely unlikely to enforce a contract that prohibits a software developer from working for any other tech company for a period of 10 years. Conversely, a judge may be very willing to enforce a contract that has a non-compete clause that prohibits an employee from working for a specific, direct local competitor for a period of 12 months after the business relationship concludes.

Non-compete clauses can be quite useful for protecting your company’s data, processes, and other in-house knowledge that could be acquired by a temporary team member.

Protecting Your Company from Vulnerabilities and Breaches

Tech companies face the challenging task of preventing breaches and limiting vulnerability. This becomes exponentially more challenging as you add more employees. And don’t forget about all of those new devices, constantly evolving technologies, and an ever-changing realm of hackers, viruses, malware, and bots.

For this reason, it’s important that you have a contract that spells out your company’s bring-your-own-device policies, along with any requirements or restrictions surrounding hardware, software or procedures. This will ensure that the temporary team member does not introduce any new vulnerabilities, which could be very costly to your company.

Finding the Right Temporary IT Staff

Connecting with the right temporary tech staff can be a tremendous challenge in this hyper-competitive business environment. Many risks can be mitigated by finding individuals who are honest, ethical and well-compensated. This is precisely what you’ll get when you trust your temporary IT staffing to iTech, as we specialize in staff augmentation for tech companies and tech departments across the nation.

We compensate our talent at a very competitive rate and work aggressively to ensure that we find team members who are committed and ready to meet your needs. Contact iTech today to find IT staff to suit your precise needs and requirements.

The post Why Do I Need a Well-Written IT Staff Augmentation Contract? first appeared on iTech.

Hiring is a complex equation, with a recipe for success that’s unique to every company. As such, there’s no one-size-fits-all solution. In fact, there are many points to keep in mind when considering temporary vs. permanent IT staff. This is typically a consideration for companies that—for whatever reason—cannot or prefer not to outsource or use independent contractors.

Company leaders and even hiring managers may erroneously believe that hiring a permanent employee is more productive and economical, especially considering the sometimes-lengthy and costly recruiting process required to find the right talent. But this is not always the case. There are many instances where hiring a temporary IT staff may lead to far greater cost savings and productivity.

The Impact on Employee Morale and Team-Building

Many hiring managers are keen to take on permanent IT staff with the belief that it’s better for employee morale and team-building, but this isn’t always the case. When a temporary team member arrives on-site, there is an expectation that they will only remain as part of the team for a finite period of time. As such, you won’t see a hit to morale when the project reaches its conclusion and the temporary hire departs.

But in the case permanent employees, a departure can be far more upsetting to fellow team members, resulting in a major dent in morale. It’s difficult when a colleague leaves, especially if you had great team dynamics.

Employment length could also be comparable for either a temporary hire who’s working on a larger year-long project or a permanent hire who only remains on board for a year. In fact, in the tech sector, the average tenure with a company averages between 1-2 years, so it’s not inconceivable that a permanent employee’s time with your business could be measured in a matter of months.

When it comes to team-building, temporary talent usually has an advantage over permanent hires. That’s because temporary IT staff are usually more adept at finding their place within the team dynamic, simply due to the number of times that they’ve had to integrate with the existing onsite staff. Temporary tech talent may also have experience working with a broader range of personality types and office types, making them more adaptable.

The Cost of Benefits, Vacation and Perks

Permanent employees typically expect to receive benefits, paid vacation and other perks, which can combine to account for a very sizable sum of money. These are recurring costs, so the cost of maintaining this sort of employee can be quite significant.

This is especially true for high-level, high-paying positions—which are fairly common in the tech and IT sector. High-level talent generally expects to receive a generous benefits package and plenty of perks. The highly competitive nature of the tech industry has created an environment wherein these benefits and perks are used to attract prospective hires, so many companies will pull out all stops to offer the best possible total compensation package. Temporary employees don’t have such expectations, although some smaller perks are sometimes included.

Considering Relocation, Travel and Accommodation Costs

Relocation costs can be significant, but they’re a price that many companies are willing to pay to land the right tech talent for their company. Relocation costs can include the cost of hiring a moving company, travel costs and temporary accommodations for long-distance moves that take several days.

A temporary employee generally does not permanently relocate for work, so you can side-step relocation expenses. But if you’re hiring talent outside of commuting range, there are costs associated with travel and accommodations that must be considered.

If relocation or travel is necessary, both temporary and permanent talent are associated with expenses, whether it’s moving costs or hotel and rental car expenses. These expenses can be highly variable on a case-by-case basis, so it’s hard to perform an accurate comparison between temporary and permanent staff on this basis.

The Cost of Unemployment Benefits

If you’re uncertain whether you have sufficient work to keep a team member permanently employed, then it’s generally best to opt for temporary staffing and staff augmentation solutions. That’s because you could face the burden of contributing to an individual’s unemployment benefits in the event that you’re forced to lay off a permanent staffer.

There is no such cost associated with temporary tech talent, which can be quite advantageous. Plus, many individuals are open to more permanent opportunities if a short-term arrangement proves to be a success.

What’s more, companies seeking temporary staff often have access to a larger pool of candidates. That’s because people tend to be more willing to travel, whereas individuals tend to be far more hesitant to relocate on a permanent basis. This means that if you opt for temporary staff, you won’t be limited to the best local talent; instead, you’ll be in a position to hire the best person for the job—period.

Temporary IT talent can provide companies with a much-needed competitive edge, particularly when your business turns to an IT staffing company like iTech. Our recruiters can slash the amount of time and the cost associated with finding the right talent for your precise needs. In fact, we maintain a pool of qualified candidates who are ready to be dispatched to work onsite at one of your office locations.

Allow iTech to search worldwide to help you find the right IT staff for your unique needs. We invite you to contact us today to begin the hiring process.

The post Temporary vs. Permanent IT Staff: Key Considerations first appeared on iTech.

But recent months have seen a significant shift, as developers and IT professionals in India and other regions of the world have started earning a wage that’s comparable to their North American developer and IT expert counterparts. As a result, the tech industry has seen a major jump in competitiveness and overall demand.

[bctt tweet=”According to U.S. News, the software development field will see 19 percent growth – that’s 135,500 new jobs – by 2024.” username=”iTechUS”]

According to U.S. News, the software development field will see 19 percent growth – that’s 135,500 new jobs – by 2024. That’s just in the United States; hundreds of thousands of additional positions will be added globally in the coming decade. What’s more, the tech industry has very rapid turnover, with many developers and IT managers staying on board with a company for just a year or two.

The result is a hyper-competitive tech sector that has left many company leaders wondering whether they’re offering fair, competitive pay for IT professionals and developers. As in most fields, you get what you pay for. If you’re offering a less-than-competitive pay rate, there is a good chance that you won’t get job candidates as experienced and skilled as you would with a higher wage.

[bctt tweet=”A lower-than-average pay rate can actually cost far more than you save.” username=”iTechUS”]

A lower-than-average pay rate can actually cost far more than you save. This can have a fairly significant impact on your bottom line, especially when you consider that underpaid talent is less likely to stay with your company over the long term. According to DevSkiller, the cost of recruitment for a single position can top $31,000, and lost productivity over the course of the 43 days (on average) that it takes to find a new tech professional can easily surpass $33,000.

How Do I Know if I’m Offering Competitive Pay for IT Professionals and Developers?

[bctt tweet=”It’s crucial that you compare your pay rate to the rate for similar positions, which require a similar skill set and experience level.” username=”iTechUS”]

Research is essential if you’re attempting to determine what figure constitutes a competitive pay rate. It’s crucial that you compare your pay rate to the rate for similar positions, which require a similar skill set and experience level.

Location also plays a major role in determining what constitutes a competitive pay rate. Therefore, you’ll need to investigate this issue on a regional level too. The cost of hiring an IT professional in City A may be significantly less than what you would expect to pay in City B, which may have a much higher cost of living.

You can also gain some great insight from the prospective candidates. Your employment application should include a line for “desired salary.” This gives you a feel for what the talent believes would be a fair pay rate. Of course, there will be some variation depending upon experience and skill set, but enquiring about desired salary can generate some very useful data.

Pay Rates for Permanent vs Temporary IT Staff

As you research tech industry pay rates in your region, you’ll need to be certain that you’re examining the same type of position in terms of the timeframe. It’s unwise to compare pay rates for a permanent position to a temporary position, as there are some significant variables, including:

• The cost of accommodations for temporary talent;
• The cost of travel for temporary staff;
• The cost of health insurance for permanent staff;
• The cost of paid vacations and paid sick days for long-term employees; and
• The cost of the company’s 401K contributions for permanent talent.

There are some very different considerations when comparing the going rate for temporary versus permanent IT staff and developers. It’s important that you acknowledge this differential when evaluating pay rate.

Your comparison should also account for onsite staff versus remote staff. Workers who are expected to work onsite tend to earn a bit more due to the time and cost associated with commuting, whereas remote talent can be happy earning a bit less since they don’t incur costs associated with a commute.

Accounting for Other Variables When Hiring IT Staff

Many companies believe they’re offering a competitive pay rate for IT staff and developers, but in reality, they’re on the low end of the wage spectrum. How could this happen? Well, it’s actually a bit more common than you may realize.

As iTech CEO Kishore Khandavalli explains, many companies turn to recruiters and IT staffing firms when hiring tech talent, but they can end up in a situation where they fail to appreciate the real cost of hiring a developer or IT expert.

“The company may be paying $100 per hour and they may assume that the talent is receiving $75 per hour. but it’s possible that the recruiting company could take a larger-than-expected piece of the pie. So the talent may only be receiving $40 per hour, which is far less competitive. For this reason, it’s critical that you, as a company, ask questions and determine precisely how much the talent is receiving,” Khandavalli explained.

Ensuring that your company offers a competitive pay rate to IT staff and developers can actually lead to significant savings in the long term, as you’ll see greater productivity, improved tech team morale and a higher quality of work. Finding the right team members can be a challenge, but that’s where iTech can assist, as we specialize in helping companies find IT staff who will mesh well with your company and meet your needs.

If you’re ready to hire IT staff, start the process of recruiting by contacting the team here at iTech.

The post Is Your Company Offering Competitive Pay for IT Professionals? first appeared on iTech.

Many erroneously believe that the added complexity of hiring someone who lives in a far-off location is not justified, especially when the talent would need to cross international borders. However, the impact of hiring a less-than-ideal candidate can be far greater. You may see a lower quality of work, poor team dynamics and time overruns.

This leads to less-satisfied customers, lower productivity levels and ultimately, significant harm to your bottom line. This can far outweigh any added time and effort it takes to recruit global talent. This is an ideal point to mention that, contrary to popular belief, the process of recruiting global talent is not necessarily more costly, nor is it inherently more time-consuming. And when you work with the right tech and IT staffing company, they’ll oversee these matters on your behalf.

H1B Visa Sponsorship, Relocation and Other Considerations When Recruiting Global Talent

When hiring staff from far-off locations whether they’re from out of state or another continent you will have additional considerations. This is particularly true if the individual is a citizen of another nation. In these cases, you’ll need to consider things like visa sponsorship and the individual’s ability to work in-country.

One of the most common U.S. work visas is the H1B visa, which requires the individual to have a company that’s willing to serve as a sponsor. The sponsor basically says, If you allow this individual to enter the country, I will employ them. The process of getting an H1B visa can be rather complex, but most companies that go this route will agree that it’s worthwhile. What’s more, many tech workers can work remotely with relative ease, so this is always an option in cases where you require help straight away, but have yet to secure a visa for your talent. Depending upon the nation, it can also be possible for the talent to enter and work in-country on a temporary basis until they secure a visa.

You’ll also need to address the issue of travel and relocation, as hiring globally entails some unique obstacles. These obstacles are in addition to all of the usual talent acquisition challenges that you can expect to encounter. In the case of hiring temporary onsite staff, it’s fairly standard for companies to foot the bill for their accommodations and travel. Companies that routinely hire temporary staff may opt to acquire condominiums or homes that can be used to accommodate talent and their immediate family members.

For a permanent (onsite) position, it’s logical that the worker may choose to relocate to your region. This can be associated with a slight delay between the individual’s hire date and their official start date something you must account for in your planning. Many companies even offer to cover some or all of the person’s relocation costs. This practice is becoming more commonplace within the tech industry, due to the high demand for tech solutions and the comparatively small talent pool. In fact, the competitive nature of the industry has prompted many companies to start offering hiring bonuses.

There’s also the matter of evaluating for cultural fit and soft skills. Cultural and language differences can pose some obstacles, so it’s important that you’re aware of any potential challenges and develop a plan to address them. This plan can include everything from team-building workshops to English lessons for those who need a bit of help with it. Often, language barriers are fairly minimal, as many learn English as a second language starting at a very young age. What’s more, immersion is one of the best methods for improving communication skills in another language. So most barriers in this area can be overcome with some basic instruction and immersion.

At first glance, it may feel as though the extra effort and added expenditures fall into the realm of less than ideal. But the bottom line is this: when you’re hiring the best person for the job, these added considerations are more than worthwhile because you see such a tremendous difference in work quality and overall productivity. So the return on investment is usually quite significant.

Recruiting the Best Possible IT Talent for the Job

One way to recruit globally is to work with IT staffing services companies like iTech. We are committed to finding and hiring the best person for the job, regardless of location. You’ll be provided with the ideal candidates individuals with talents and skill sets that can far exceed those that you might see in the best local candidate. This is especially true for companies that are located in a region that lacks a thriving tech industry. A business in Boston or the San Francisco Bay Area may have access to local talent that is amongst the best of the best. But the top programmer in or around Livingston, Montana may be only moderately skilled.

This is a scenario where it’s useful to work with a company such as iTech. We handle all aspects of the recruiting and pre-hiring process. In some cases, this can include H1B visa sponsorship if the best person for the job happens to be a citizen of another nation. Our insourcing practice is unique: We hire talent worldwide and dispatch those experts to work onsite for clients on a temporary basis. You’ll have access to resources precisely when the need arises. You’ll also have the ability to leverage your existing onsite resources as needed. That’s something you don’t get with standard outsourcing arrangements.

If you’re seeking to hire IT staff, such as temporary software developers or a team of IT professionals, iTech is ready to assist. We invite you to contact our team today to discuss your staffing needs.

The post Should You Be Recruiting Global Talent? first appeared on iTech.

In fact, in 2016, the top five most costly HIPAA settlement fines reached into the millions, ranging from $2.14 million to $5.55 million. Those dollar figures say nothing of other related problems, such as lost business due to a perceived breach of trust. The number of healthcare data breaches constituting a HIPAA violation has increased consistently since record-keeping started in 2009. This makes HIPAA a very real healthcare technology concern; one that has impacted IT staffing in some significant ways by transforming the approach to mobile apps, software development, IT and data management (amongst many other areas.)

Balancing HIPAA Compliance and Technology

HIPAA adds complexity to any tech project that involves medical records, personal data or other protected healthcare information (PHI). Rapid technological advances are challenging IT professionals and developers to maintain compliance with HIPAA regulations. The impact on the hiring process and your project as a whole can be significant since you’ll need to comply with a wide range of regulations that, if violated, will lead to a major fine. This is true whether you’re revamping IT infrastructure or developing enterprise software for a healthcare client. To appreciate the impact on your staffing efforts fully, it’s vital that you have a good understanding of precisely how HIPAA violations occur.

Many are shocked by the number of fairly commonplace issues that can result in a HIPAA violation, such as unauthorized access/disclosure, theft, loss, improper data disposal, hacking or an IT incident. Some of the most common scenarios include:

• Altered network settings that result in accidental online availability of private data;
• Lost or stolen tablets, laptops and smartphones with access to PHI;
• Unauthorized server access, resulting in a data breach;
• Improper or insufficient control over permissions, resulting in unauthorized access;
• A poorly-developed BYOD policy, resulting in violation of HIPAA regulations;
• Hacker- or malware-related breaches; and
• Sensitive data that accidentally remains unencrypted.

There have even been cases where companies may be forced to hire a forensic tech team in an attempt to determine if a breach occurred and it’s not always possible to make a definitive determination.

HIPAA and Hiring Strategies

To avoid HIPAA violations, many company leaders and hiring managers seek out developers and IT staff with prior experience in healthcare technology. But finding an individual with this very specific type of experience can be a tremendous challenge one that routinely leads to project delays.

“HIPAA compliance is a necessary evil; one that must be addressed during the staffing process,” explained iTech CEO Kishore Khandavalli. He added, “Many hiring managers go astray by looking for a tech expert who has done it before; someone with lots of HIPAA compliance experience. But with this approach, they’re looking for a needle in a haystack. They’re searching for someone who is local and available to work. That same person also needs HIPAA experience, the right tech skills and they must represent a good cultural fit. That’s a needle!”

The end result is a lengthy, time-consuming search that often proves fruitless. It’s not uncommon for the project to be delayed while the company’s hiring managers and staffing recruiters search for the right talent; talent who can ensure that software or tech systems are HIPAA-compliant. And hiring managers may face additional obstacles if they’re seeking temporary software developers, as some staff favor long-term opportunities.

Instead, the team at iTech – a firm specializing in IT staffing solutions – takes a different approach when seeking talent for healthcare clients, where HIPAA compliance is critical.

“We’ll seek out a person who has all of the necessary skills, but perhaps they lack a bit of the functional knowledge surrounding HIPAA. That’s where you bring in a HIPAA consultant to fill in those gaps. This ‘divide and conquer’ approach can be extremely effective. You can then avoid a scenario where you need to delay and derail the entire project because you lack the right staff,” Khandavalli explained, adding that this strategy is typically preferable over the alternative: hiring the most qualified local talent, who may be a poor overall fit for your company. Pairing a developer with a subject matter expert can ensure you have the right people, with the right experience, working to get the job done. And location matters naught since iTech specializes in finding temporary talent who will work onsite at your company’s offices.

A similar approach can also be used when finding developers and IT staff for other industries that are subject to stringent guidelines; namely, the financial sector. There is a fair amount of overlap in the special accommodations required for HIPAA compliance and compliance with financial industry regulations. This is good news for hiring managers, who can choose from a broader range of candidates. Many companies who do business in the EU are also seeing an increased need for GDPR-savvy tech staff, so that’s yet another area where this strategy may be prudent.

At iTech, we specialize in helping you overcome this and other talent acquisition challenges. We’ll help you seek out the right temporary onsite staff to help you achieve your goals and objectives. Temporary staff allow you to meet your deadlines in a cost-effective manner, while also leveraging your in-house resources.

If you’re interested in learning more about iTech’s IT staffing services, you’re invited to contact us to learn more.

The post How to Comply With HIPAA by Hiring the Right IT Staff first appeared on iTech.

Many erroneously assume that hiring temporary on-site staff is less effective. They believe that they’ll need to use an onboarding process that’s comparable to the process that’s used for permanent employees. Based on this belief, they presume that temporary staffing is an unwise financial and time investment. This is quite far from the truth, because high-quality temporary staff do not typically require intensive onboarding. An experienced team of temporary developers should integrate into your workflow quickly and seamlessly, deploying code on day one and even boosting the overall level of productivity from your existing staff. How is this possible? Think of temporary IT staff as ER Physicians: they act fast and get results fast. That’s what they are expected to do!

Improving Software Developer Productivity Using Temporary On-Site Staff

What many company leaders don’t realize is that they can achieve their objectives — such as rapid onboarding and maximum productivity — in a cost-effective manner by turning to temporary on-site staffing services. There are a few reasons why a tech and software developer staffing firm can provide your business with team members who reach maximum productivity just a few paces out of the starting gate. Consider the following benefits of software developer productivity, arising from good temporary staffing practices.

• Temporary talent will have experience with the onboarding and integration process. Qualified temporary staff have worked in this capacity for many years, as they enjoy the variety and diversity of working for multiple companies. This type of developer is usually well-acquainted with many different workflow/development methodologies, and they’re accustomed to expectations of rapid assimilation and almost immediate contribution. These skilled professionals are great at getting up to speed and integrating into your existing workflow, because they’ve done so many times before. Temporary staff are well-positioned to reach maximum productivity within just a day or two in many instances. This also raises overall staff productivity if you have employees stepping outside of their comfort zone to “cover” for an unfilled position.

• Temporary software developers often come as part of a well-established team. A majority of iTech’s clients are large companies and multinational corporations, so it’s common to dispatch a team of developers rather than just a couple individuals. In most cases, the development team has worked as a cohesive unit on many different projects. As a result of this experience, they know how to work with each other efficiently and productively. If you ask any project manager or team leader, you’ll likely find that it can take weeks or even months for a team to acquire this refined synergy. By calling in established teams, companies avoid taking weeks for a development team to ramp up to full speed.

• A top IT and tech staffing services provider will hire for cultural fit and soft skills. Lots of companies underestimate the importance of hiring for cultural fit and soft skills. However, a good cultural fit is vital, even when it comes to temporary team members. You need to ensure that the people you hire will mesh well with your current employees and your company as a whole. Otherwise, productivity suffers. One example is the developer who thrives in a highly-collaborative, small-team environment. That individual may see a major dropoff in productivity if they’re placed in a less-collaborative setting where they largely work independently. Similarly, a developer who’s most comfortable in a more rigid, formal office environment may find it very distracting to work in a more relaxed, pet-friendly office. An experienced staffing company will understand the importance of cultural fit and soft skills. Therefore, they’ll ensure you get software developers who are well-suited to your company and to the project. This will ensure maximum productivity, both in the temporary staffer and in your in-house team members (who would otherwise be affected by the tensions that arise from a poor fit).

• Staffing service providers will ensure a better match between the talent and your project specs. It’s not uncommon for companies to recycle project specs from similar project and modifying them to suit the new project. The end result is a mismatch in your hire’s actual skill set and the required skill set, causing a major productivity shortfall that may jeopardize project success. A seasoned staffing firm will be aware of this common-but-faulty practice, and ensure that your project specs and job description are both accurate and cohesive. Only then will the recruiting process begin.

Additionally, companies often make the mistake of believing that they must perform their standard onboarding and hiring process for temporary on-site staff. But often, temporary team members don’t need the comprehensive training and familiarization that a permanent employee requires.

Our consulting services can help you identify problem areas that are affecting your company’s tech productivity. When new team members are on-site, this serves as a learning opportunity for team leaders and even company leaders. It’s much easier for a newcomer or outsider to identify problem areas in your process; a simple de-briefing session conducted at the end of a temporary staffer’s time with your company can be a great opportunity to get ideas and suggestions for improvement.

iTech is based in Burlington, Vermont with offices throughout the United States and North America including Montreal and a delivery center in India. If you’re ready to maximize your software developer productivity while hiring temporary staff, contact us today.

The post How To Increase Software Developer Productivity first appeared on iTech.

In many cases, a long-term hire just doesn’t make sense, particularly if you don’t have sufficient work to keep them consistently busy. So that means you’re left with two possibilities: send the work out to an onshore or offshore service provider or you can pull temporary staff into your tech division.

Often, the decision isn’t even that black and white. In the IT and tech staffing world, traditional staff augmentation and the outsourcing model can co-exist, meeting the company’s needs in an effective way. So how does staff augmentation compare to managed services, and how do these staffing models impact your tech and software development projects?

The Managed Services Model for Tech Staffing

Outsourcing can accomplish the objectives of cutting costs, increasing value and improving the quality of the work that you receive.

Although there is no one-size-fits-all solution, outsourcing certainly does have its place in the tech industry. Some of the main advantages of this approach include the following:

• The outsourcing model is very hands-off for the client who hires the service provider. You essentially give them the project specs, answer any questions and their team will take the ball and run. This allows your company to move on and focus on other matters.
• A third party can be a great source of knowledge and ideas, whether it’s a single project or something that impacts your company’s daily operations. An outsider can often see things that you can’t, and this new perspective can be quite beneficial.
• There is a defined timeframe and budget associated with the project, paired with a greater sense of accountability, making it a bit less likely that you’ll see time or budget overruns. In-house projects are often handled in a far more nebulous manner, with little attention paid to the time investments and spec changes that ultimately result in scope creep. As a result, company leaders may not know precisely how much time and money has been spent working on a specific project. This can make future project management and budgetary planning more challenging. Managed services allow you to sidestep this type of challenge with a pre-defined project scope, budget and time frame.

The primary challenge with outsourcing is that you’re sending the entire project off-site to a third-party service provider. In this scenario, you have far less control over the project and ultimately, the final outcome. In some niches and industries, there may also be concerns over sensitive data and intellectual property. It’s not uncommon to encounter super-confidential tech projects that involve highly-proprietary technology or private corporate and personal data.

To compound matters, intellectual property laws and even contract disputes can be a nightmare when you have parties in different regions of the United States. It becomes infinitely more complex when those parties are in different areas of the world, as is often the case. So if things go wrong, they may go very wrong. Finding a legal solution could be extremely costly and logistically complex.

Many companies outsource projects that they could have largely handled in-house. It’s not uncommon for a company to find that it has the resources to complete some but not all of the phases of a project. For them, it makes more sense to use their more affordable in-house resources for most of the project. Then they can call in resources to fill in the blanks, so to speak. That’s where staff augmentation comes into play.

Is a Staff Augmentation Model Right for Your Company?

The staff augmentation approach entails more or less the opposite of outsourcing, as you’re bringing staff on-site to work side-by-side with your team members. Temporary staffing can be a great option for companies that are seeking a high degree of flexibility for their tech projects, without overspending on those resources.

Here are some of the ins and outs of using a staff augmentation approach:

• Reduced staffing costs are a major benefit of this staffing model, particularly if you leverage the services of a tech staffing firm that handles the entire recruiting, vetting and hiring process on your behalf.
• Companies enjoy greater flexibility in terms of project management, especially when it comes to the types of projects that you can handle in-house and your ability to accept new projects, particularly those that are excessively large or require a fast turnaround.
• You’ll have access to consulting and advice that can benefit your project management team and your operations as a whole. Many tech staffing firms also offer consulting services and guidance that will help you make the most of your in-house talent, while strategically selecting the right supplementary staff to meet your immediate and near-term needs. Your in-house staff can also gain great practical and tech knowledge from the temporary staff embedded in their midst.
• You will see a reduced implementation timeframe and minimal impact on projects since your core team members will remain intact. You won’t need to worry about lengthy onboarding processes or even educating a new team member on the fine points of company policies. Instead, staff augmentation allows you to pull in temporary staff who can work on-site for a single project, and in most cases, get to work straight away. You can avoid the days- or weeks-long gap that’s commonly present between an individual’s hire date and the point when the worker reaches his or her maximum productivity level. Similarly, temporary team members typically depart with minimal fanfare and virtually no disruption, a far cry from the upset that can arise when a part-time or full-time team member departs your company.

The staff augmentation model is widely favored because the downsides are few and far between. The only real scenario that you must actively guard against is a situation where you consistently hire temporary talent and as a result, project managers may fail to realize that they could benefit from one or more permanent part-time or full-time hires. But this issue can be avoided with a bit of active awareness.

Turning to an experienced tech staffing services company also gives you an advantage when it comes to the actual recruiting and hiring process, as you won’t need to tap your company’s HR and tech resources in an effort to find the right tech experts for your exact project and your unique company. Your staffing provider handles all of this on your behalf.

At iTech, we are experts in staff augmentation and have many years of experience consulting on IT and tech issues. This provides companies with the insight they need to hire talent with the tech skills and soft skills that will help clients achieve their goals. With offices in South Burlington, Vermont and Dallas, Texas, iTech also has presences in other regions of the country, and beyond, including Canada and India. So if you’re ready to take your tech projects to the next level and need the right staff for the job, contact the iTech team today.

The post A Look at Staff Augmentation vs an Outsourcing Model for IT and Tech Staffing first appeared on iTech.

This wonderful new state-of-the-art app worked beautifully for a few weeks. But then, a bug made its presence known…and your tech staff has no idea how to fix it! So now, you’re going to have to call in a pricey third-party service provider to fix the enterprise software that you’ve invested so much in developing. Oh, and the only local service provider who’s qualified to perform the repairs is booked up through the end of the week. But this all could have been avoided by turning to the right technology staffing partner; a team that could have provided your staff with the knowledge required to perform maintenance and repairs.

How Can Temporary In-house Staffing Benefit Your Company in the Long Term?

Most companies call an in-house temporary tech and IT staffing services provider when they’re facing a short-term shortage of resources or a temporary surplus of work. But some companies that seek this type of service are reaching out for help because their in-house tech staff simply doesn’t have the skills that are required to complete a given project. 

In these cases, you can see a major benefit from an “insourcing” team. The team is typically dispatched and embedded in your company’s tech division, where they’ll work on the project in question. This is where the advantage lies, as your company’s staff can work alongside the temporary team members, while also observing and learning.

This temporary staffing team provides more than just an opportunity for learning and growth during the planning, development and implementation phases. They can also help train and educate your team on how to use and maintain a new app or software program. Here are a few key examples that illustrate precisely how this can be beneficial for a company:

• The temporary staff can teach permanent team members how to maintain an app or software program on a day-to-day basis. This increases efficiency and productivity while minimizing any repairs that might be required if you fail to properly maintain the interface.
• Your in-house staff can learn how to troubleshoot and repair a new enterprise app or software program in an effective manner. This reduces costs associated with calling in a third-party contractor to get the job done. You’ll also slash productivity losses since you won’t need to wait for an expert to arrive; you’ll already have someone on-site to begin the diagnostic process within minutes of discovering the problem.
• Your insourcing team can work with a handful of your company’s permanent staff, showing them how to use the various features and functionalities of a new enterprise app that you’ve just implemented. Once you have a few well-educated super-users, you’ll be well-positioned to conduct a company-wide training program. 

A talented tech team will not only implement a piece of software, but they will also have the ability to help you establish a support system that will remain in place for the future. And in cases where you’re not implementing an enterprise app or software, you can make the most of these temporary resources by learning from the talent which has been embedded within your company.

Turn to iTech for Temporary Tech Staffing Services for Your Company

At iTech, we specialize in providing temporary on-site staffing services, particularly in the software development industry. Our clients can avoid the costly and time-consuming recruiting process for temporary or part-time staff, since that’s what we do best. Our recruiting experts will find the talent you need to succeed and achieve your objectives. Once on-site, our teams are capable of providing your permanent staff with some of the knowledge that’s required to manage and maintain a newly-implemented enterprise software system or app.

Based in Texas, iTech works with clients across the United States and beyond.

Contact iTech today to learn more about how our temporary software developer staffing solutions can provide a benefit to your business.

The post Grow Your Software Maintenance and Support Capabilities With Temporary Staffing Services first appeared on iTech.

The reality is that you’ve spent weeks trying to find a new software developer to join your team. From resume reviews and reference checks, to interviews and coding tests, you’ve done everything you can to find the right expert for the job. You’ve considered hard skills, soft skills, experience and lots of other factors. But the process has been painfully slow and inefficient. Maybe you’re not the world’s most tech-savvy person, so evaluating these candidates and their actual skill sets has required some help. Yet after all these efforts, you still don’t have the right person for the job. This is a common problem and iTech is accustomed to providing a consultative approach to properly identifying the scope and specific resource best suited to your business goals and objectives.

What Challenges Do You Face When Hiring Software Developers?

There is no shortage of obstacles that can stand in the way of finding the right developer from the fast-evolving nature of technology, to the prevalence of agile development, which makes it impossible to attribute a project to a single individual.

Agile development methodologies rarely allow for individual attribution. In a perfect world, a software developer could step into your office and say, I created this mobile app, from start to finish, so it’s an accurate depiction of my skill set. Work samples can be extremely useful in showcasing your skill set. But with the prevalence of agile development, you have many cooks in the kitchen and it’s relatively uncommon to encounter a scenario where a single person can take ownership either in full or in part. This point is exacerbated when you consider that agile development is the most common methodology in today’s techsphere. One workaround for this particular issue involves administering a test or trial project to get a feel for the individual’s skill set before committing to a long-term hiring arrangement.

You need a fair amount of tech knowledge to properly evaluate a candidate. It can be challenging for HR staff to get a good feel for an individual’s skills and abilities. An accurate evaluation typically involves at least one of your company’s tech team leaders. That’s time that your team leaders could be spending on actual tech projects instead of consulting for a new hire. The bottom line is that you need a tech expert to effectively evaluate a candidate. Hiring a tech staffing firm like iTech allows you to make this happen, without pulling from your already-limited in-house tech resources.

The new talent must fit in with your existing development team. Virtually all companies have shifted from a waterfall methodology to an agile development strategy due to a need for greater efficiency and cost savings. Waterfall methodology utilizes a precise, step-by-step assembly line type of process where person A must complete step 1 before passing the project to person B to begin step 2. Agile development is far more flexible, scalable and collaborative, with multiple steps being addressed simultaneously in some cases. As such, agile development entails a team effort which demands that your developers are good team players. The dynamics of a small group are tremendously different from the dynamics of a medium-sized or large group (and either can work with the agile methodology). An individual who is comfortable in one environment may fall short of their true potential in another setting, even if they have all of the necessary tech skills. So you’re tasked with finding a developer who will be a good fit for your company’s one-of-a-kind environment.

Technology is constantly evolving. The rapid evolution of technology is impacting everything from new programming languages, to new development methodologies. Challenges include dealing with significant operating system changes and other advances that add an element of complexity to the talent acquisition process. You’ll see regular changes in terms of the skills you’re seeking and even the job description. This adds a layer of complexity to the talent acquisition process since you’ll have to continually familiarize yourself with new skill sets, methodologies and job descriptions.

There are a wide variety of niches, coding languages and specialties. There are dozens of programming languages and countless types of applications and software programs. Simply writing a list of skills that you’re seeking in candidates can be a difficult task all by itself. Finding the right person can be even more challenging, especially if you’re seeking skills related to a relatively new coding language or tech advancement.

Turning to an Experienced IT, Tech and Software Developer Staffing Firm Like iTech

It’s clear that there are many obstacles that stand between your company and the software developers you need to succeed. But there are some alternatives to the traditional avenue of hiring a new employee.

In some cases, temporary in-house tech staffing services can meet your needs, without the time and hassle associated with the talent acquisition process. At iTech, our team of recruiting and staffing experts know what it takes to assemble a team that can take your project to the next level. With iTech’s on-site staffing services, we’ll embed a team within your company to work on a specific project. Then, once the project is complete, the team returns to iTech and moves on to the next task.

This software development staffing solution gives companies the ability to achieve their development objectives without the time, effort and knowledge required to find a new team member. This is ideal for large, one-time projects that exceed your in-house team’s capabilities and other cases where a permanent employee is not essential.

iTech oversees each and every aspect of the talent recruitment process, so clients like you can focus on your business. Learn more about how our temporary software developer staffing solutions can benefit your company by contacting iTech today.

The post FAQ: What Are the Most Common Talent Acquisition Challenges? first appeared on iTech.