Staff augmentation aids businesses in filling a skill gap and adding members to their teams to meet a project deadline. However, staff augmentation myths are an obstacle businesses face in using this hiring model to their advantage. From believing that the model is more expensive than the traditional hiring approach to having short-term benefits and security concerns, the myths are why many businesses pay for full-time employees even with limited or no projects. The blog aims to debunk the most common myths surrounding staff augmentation, helping businesses leverage this growth model.
Debunking The Top 8 Myths About IT Staff Augmentation
Myth 1st: Staff Augmentation is Expensive Than Traditional Hiring
No, it is a misconception; there are different pricing models such as the ‘fixed price’ model, ‘material & time’ model, the ‘dedicated-team ’ model, the ‘hourly model’, and so on. All staff augmentation partners have different pricing structures, usually cost-effective than traditional hiring practices. So, as a business, you can assess all these pricing models and go with one that fits their budget.
The employers are not entitled to pay indirect or direct costs like workers’ compensation, monthly salary, and investment in training and onboarding. It reduces the cost of working with an augmented partner, as you pay only for the services you need, and that too for a limited time.
In short, it is cost-efficient because:
- There is no fixed salary or employment benefits like PF or travel allowance.
- There is no need to spend on training or maintenance; most augmentation partners bear this expense.
- There is no need to pay for an office space or equipment with external staff, saving additional costs.
Myth 2nd: Team Augmentation Works Only for Large Enterprises
The misconception that staff augmentation works only for large enterprises stems from their expensive budgets and resources, allowing them to hire external specialists. But staff augmentation is also ideal for all businesses, irrespective of their size. Small to medium-sized businesses can expand their business with experts through the staff augmentation process and not invest resources in hiring full-time employees.
In short, SMBs benefit from staff augmentation because:
- They have immediate access to experts to expand, fill it skills gap, and deliver a project on time.
- No investment in a hiring process.
- They stay competitive with experts, bringing knowledge and helping the in-house employees grow.
Myth 3rd: There are Higher Security and IP Risks With an External Team
As businesses and hiring managers, your concern about leaks and potential threats to sensitive data is valid, as external staff can access it.
You can manage these threats and risks effectively by placing robust security measures. From having legally binding contracts, signed NDAs, to only giving limited access to the external staff for the tools and data they require, reducing risk is possible.
Also, work with a staffing agency providing pre-vetted talent and not just for their expertise, but also for following stringent security measures.
In short, placing higher security and IP risk measures ensures data safety. These include:
- Encryption of sensitive data
- Regular backup of data
- Background checks and legally signed documents.
- Restricted access
Myth 4th: Onboarding Augmented Staff Effectively is a Long Process
No, it is a myth that the onboarding process of staff augmentation experts is long. The staffing agencies have a pre-vetted talent pool, screened and interviewed, with proven work experience. These active professionals are shortlisted based on their industry knowledge, and the companies looking for their specific skills hire them. The whole process can take either days or weeks, cutting the entire hiring time frame by 60-70%.
Moreover, these experts are familiar with remote working conditions with previous experiences, adapting quickly to the internal working environment and security features.
In short, onboarding becomes effective by hiring:
- Employees with prior experience of remote or contractual work.
- Employees who are ready to join a company on an immediate basis.
Myth 5th: Staff Augmentation Means Losing Control Over the Project
No, the external experts are your extended team and part of the company. The fear comes from the misbelief that augmented staff are not responsible or lack understanding of the working culture and standards of the organization.
You have full control over the team, their work, time zones, the tasks, and projects they are working on. If you hire an expert to ensure a project’s deadline is met, he is still working under the supervision of the manager, along with the in-house team. Governing the external staff like your in-house team, giving feedback, taking progress reports, and having daily one-on-one meetings ensures quality.
In short, quality is ensured by augmented staff:
- Follows the rules, quality structure, and standards of the organization.
- Are accountable to the employers, providing daily work reports and progress updates.
- By getting assigned work by managers with full authority to check it for quality.
Myth 6th: Language and Time Barriers Make Working with External Talent Challenging
Not true! When it comes to staff augmentation, you can choose an onshore, offshore, or nearshore model. You can adopt a model and hire talent, speaking the same language as you or one you are comfortable with. Also, nearshore and onshore let organizations work with talents from the same or nearby countries with a similar time zone, making the issue nonexistent.
With the offshore team, time and language barriers can exist, but with simple measures, you can easily overcome them. For instance, while hiring the talent, ensure they understand your language, and if they are not proficient, ensure to speak basic languages.
For time-difference issues, use tools like Slack or Microsoft Teams to share documents or leave messages, which they can revert to immediately after logging in. Also, schedule meetings between the overlapping working hours, ensuring both internal and external hires are present without working overtime.
In short, language and time barriers are overcome by:
- Vet hires for language knowledge
- Using communication and collaboration tools.
- Have meetings during overlapping working hours.
Myth 7th: Staff Augmentation Means Losing Expertise
No, organizations can retain expertise and knowledge by following a proper knowledge transfer process to ensure long-term benefits. The augmented staff should follow a structured documentation process, undertake training for the in-house team, and collaborate openly with the team members.
In short, you do not lose expertise even after augmented staff leaves. To do this:
- Ensure a proper documentation process.
- Let the in-house team shadow the experts to gain knowledge.
- Have training sessions
- Collaborative work.
Myth 8th: Staff Augmentation has No Long-Term Benefits
No, contrary to the misconception, staff augmentation offers long-term benefits, with the expert staff bringing specialized knowledge, fresh ideas, and innovation to your organization. They impart their knowledge and train the in-house team, adding value to the company and strengthening the team’s skills.
Moreover, if their work is impressive, you benefit from their expertise on many other projects to meet deadlines or have a new approach. Also, you can offer them a permanent position and strengthen your team.
In short, they offer long-term benefits by:
- Sharing expertise with an in-house team
- Being part of new projects
- Becoming a permanent part of the team.
Final Thoughts
These myths and others, like staff augmentation, are suitable only for large companies that hold organizations from using the hiring model. From growing your team with experts without paying for a full-time team to getting a fresh perspective, staff augmentation pays 100% ROI. Work with the best IT staffing agency, understanding how they can partner with you to find the right candidates while addressing common myths and valid concerns regarding security, work quality, and communication.
Frequently Asked Questions.
What is IT staff augmentation?
IT staff augmentation is the process of hiring experts with a specific skill set to bridge the gap between the skills required by an organization. It is cost effective, with the organization retaining control over the project and its quality.
What are the various types of IT staff augmentation?
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Project-based staff augmentation—For organizations looking for developers or engineers for a specific project for a limited period.
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Skill-based staff augmentation - Hiring experts with specific skill sets with relevant industry knowledge, like healthcare, to fill the skill set gap.
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Time-based staff augmentation—ideal for organizations looking to hire skilled experts for a set period.
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Onshore staff augmentation—The model is for organizations looking to hire experts from the same country for enhanced communication.
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Nearshore staff augmentation: It is hiring experts from a nearby country with similar time zones and cultural backgrounds for ease of communication, but with access to more talent.
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Offshore staff augmentation—The most cost-efficient model, where you hire professionals from a different country with a massive time-zone difference, giving you access to the global talent pool.
Why should you choose IT staff augmentations?
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To fill the skill gap: If an in-house team lacks the skill to complete a specific project, IT staff augmentation is the best solution.
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Workload spike: If there is a seasonal increase in workload, staff augmentation provides the required workforce without going through the traditional hiring process or hiring permanent staff.
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Tight deadlines: A time-sensitive project requiring more workforce is the reason for hiring IT staff augmentation to meet the deadlines.
How does IT staff augmentation work?
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First, the IT staffing companies understand your specific needs and company requirements.
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The next step is using their network of qualified IT professionals to find candidates with the right skills, experience, and certifications for your project.
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Interviewing, screening, and testing the candidates to shortlist the right ones.
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Providing the organization with the list of shortlisted candidates.
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The organization chooses candidates best suited for your project after vetting them for—communications, proven work experience, expertise, and more.
