How data-based outstaffing agencies fuel growth

By mistake, “outstaffing” is often used interchangeably with “outsourcing” as they both enable companies to engage necessary pros, skipping the traditional hiring processes. Unlike outsourcing, where you hand some projects over to third-party vendors, outstaffing agencies provide skilled professionals who report directly to their clients.

What benefits can business owners get when integrate their new hires provided by an external HR partner with their existing teams? Well, if we speak about Outstaff Your Team, or any other mature agency using data-based hiring practices, there are 6 classic points of growth they bring to the table.

6 Reasons To Find a Data-driven Hiring Partner

1. Access specialized talent
Businesses can tap into a global talent market and meet professionals with niche skills that might not be available locally. This fresh expertise drives innovation necessary for sustained growth.

2. Rationalize your budget
Companies can avoid the overhead costs associated with in-house recruitment, onboarding, and infrastructure setup.

3. Focus on core competencies
By partnering with an outstaffing agency, businesses can delegate non-core tasks to external professionals, enabling their in-house teams to focus on mission-critical activities. You can also fill some core positions through outstaffing and devote more time and energy to your project development, as you are not building an HR department and thinking of organizational or legal tasks related to hiring.

4. Accelerate time-to-market
The expertise provided by outstaffed teams enhances competitiveness and accelerates time-to-market for products and services. External specialists, for example, data engineers or experienced UI/UX designers, can significantly reduce project development timelines.

5. Delegate as many HR tasks as you want
Each company, that delegates people ops, can take part in compensation negotiations for newcomers and decide how much to contribute to recruiting, hiring and team building. Some prefer to control more aspects like interview style or retention strategies. Some rely on their HR partners in all the nuances.

6. Hire one specialist or a whole team
Outstaffing offers scalability, allowing companies to quickly augment their teams on a project basis.

In general, outstaffing helps survive during recessions.
Companies can navigate economic uncertainties and market fluctuations more effectively by engaging external professionals on a project basis.

How to Make Sure You Deal with a Data-based Outstaffing Company?

When picking the right outstaffing agency, consider the track record and expertise in your industry. Seek recommendations if possible.

Here are some proven signs that you are moving in the right direction.

They start by clarifying the input

Result-oriented outstaffing firms are interested in the quality talent delivery. They have well-established sourcing processes and expertise with job boards and other online resources. But it doesn’t mean they will dig through the thousands of CVs without a roadmap. You, most likely, will have a discovery call where you can share your business objectives and project requirements with the HR team.

Analyze the skill gaps you need to fill in advance and draw up a portrait of the preferred specialists. If you are unsure about some responsibilities, experienced outstaffing specialists study your case and provide you with some working advice on distributing team roles or setting the requirements to the employment history of candidates.

They conduct market research for your positions

Outstaffing companies study preferred hourly rates and other working conditions within different countries and help you create appealing job descriptions resonating with the current situation in the talent market. Thus, the matching specialists notice you, not your competitors.

They send you updates with numbers

A reputable outstaffing partner will regularly inform you about each vacancy’s progress. You will know how many candidates were interested in your position, how many of them were already interviewed, and who is coping with the test assignment right now.

They operate with clear facts, answering your questions

We’ve gathered some FAQs you can use for the check-up to avoid unpredictable outcomes. The answers should be confident and the described solutions — structured, logical and reliable in the long run.

You: What criteria do you use to outline successful candidates?

HR Partner: N years of proven commercial experience (a number of years should align with your project complexity and role responsibilities); expertise with your domain (the depth of this expertise should be discussed separately); cultural fit with your team (preferred soft skills like problem-solving, eagerness to actively participate in discussions or, vice versa, the ability to stay productive on their own); successfully passed background check and test assignment (they should suggest you prepare the real-world task resonating with your project daily routine).

You: How do you store the data related to all the specialists involved?

HR Partner: We have streamlined all the profiles, signed documents, and work schedule tracking in the HRIS (Human Resources Information System). We are GDPR-compliant, so we strictly limit the access to those files and delete them when not use anymore. As for the data that our hires generate due to their professional responsibilities on the project, you control its storage. We integrate newcomers to your usual virtual work environment (using VPN or VDI), where you can apply all the necessary security measures and access levels.

You: How are you going to retain our new hires?

HR Partner: We have a system of well-being check-ins. We regularly conduct one-to-ones with the team members and collect feedback on their performance and satisfaction from their roles within your organization. It gives us a clear understanding of how to motivate people to stay with the company for a long time.

If you have the questions asked and answered, congratulations! You are about to start a fruitful partnership with HR specialists who can fuel your company’s growth. From now on, they could be responsible for talent search, adapt newcomers to your team, and handle employment paperwork.

What Strategies Will Help You Manage Your Outstaffed Team?

The best practices for managing outstaffed teams are those relevant to any successful remote team management.

Set benchmarks
Communicate project goals, timelines, and expectations with the outstaffing agency and the professionals involved. Regular updates and feedback sessions ensure alignment and timely project delivery.

Bridge geographical gaps with technology
Utilize project management tools like Asana or Jira and feature-rich communication tools allowing video conferences to boost synergy between team members.

Monitor performance
Regularly assess the performance of outstaffed professionals, provide constructive feedback, and make necessary adjustments to ensure optimal outcomes.

Want your experience with engaging an external expertise to be positive? Pick the right outstaffing agency and utilize the strategies above when implementing the outstaffing hiring model in your business. Thus, you will scale your team with seasoned industry experts and stay agile with your hiring decisions, paying attention to those team roles that matter today.

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