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3 Ways Stateside Staff Augmentation Can Benefit Your Business

3 Ways Stateside Staff Augmentation Benefits Your Business

3 Ways Stateside Staff Augmentation Can Benefit Your Business

As an innovative nearshore staff augmentation company, we here at Stateside are proud of the benefits we deliver to our clients.

These benefits include:

  1. Recruiting the best people,
  2. Lowering staff turnover (and therefore costs) for our clients, and
  3. Establish a robust onboarding process so our new team members can integrate seamlessly into our clients’ organizations. 

Recruiting the Best People

At Stateside, our unique value proposition is our unwavering ability to bring the best possible candidate to our clients. According to Guidance Talent,  76% of hiring managers' greatest challenge is attracting the right candidate for a job. Sourcing candidates is also tedious, with filling a single position consuming up to ⅓ of the hiring manager’s workweek.

As the author, Jim Collins, writes, "Great vision without great people is irrelevant."

We find great people for every position we fill, maximizing the return on investment for the businesses we work with.  

Our thorough recruiting process generally consists of an initial interview, a technical challenge, a technical interview, and one or two client interviews, depending on our client’s needs. We invest time in selecting the highest caliber of candidates with the best attitude and skill sets, who we know will thrive in the unique culture of each company they serve. 

For most companies,  it takes an average of  42 days to fill a position. Our recruiting team can fill technical positions in 15 to 30 days, depending on the capabilities needed.

Lower Staff Turnover

The hidden costs of hiring the wrong candidate and replacing them can range from six to nine months of that employee’s salary. It also negatively impacts the company's efficiency and culture, with research showing that hiring the wrong person can reduce employee morale and productivity by 32% and 36%, respectively.

Resources spent on recruiting, onboarding, and training are wasted if the company subsequently has to replace that worker.  According to Devskill, the technology industry’s high turnover rate (13.2%) exceeds that of any other industry (10.5% average).  Our rigorous recruiting, hiring, and onboarding processes mean that workers are less likely to leave the job they’re hired for. We currently average employee tenure of around two years.

Stateside’s CEO and founder, Alvaro Chacon, understands the need to minimize staff turnover, explaining the following:

"Job seekers apply to several jobs simultaneously and then let the workplaces "compete" to offer the most competitive package.  We have seen candidates accepting job offers from us but then getting multiple new offers during the onboarding period as they join our company.

"We understand that the job market is aggressive and that in the technology sector, job seekers and current team members are consistently receiving multiple offers trying to entice them to move to "greener pastures."

"If the candidate is an active and talented job seeker, we assume they will receive multiple offers and understand that they will gravitate toward the ones that entice them most. 

"We address these challenges by understanding what drives each candidate in the different stages of the recruiting process.

“For most candidates, salary is just one of the multiple elements driving job satisfaction. Other factors we consider are:

  • Autonomy, 
  • Flexibility, 
  • Career Path, 
  • Emotional Safety, 
  • Benefits, 
  • Belonging to a Team, and
  • Work-life Balance. 

During our initial interviews, listening to what the candidate wants and practicing empathy allows us to understand the factors that are most important to them. This helps us determine whether we can offer a work environment that will enable them to thrive.

This approach can help to lower staff turnover, which saves our clients the hassle and cost of replacing talent. I recently wrote a post about the true cost of replacing an employee. Check it out for more details.

Robust Onboarding Process

We understand that it is equally essential that the candidate is a good fit for the company and that the company and culture are a good fit for the candidate. We believe a fair and effective recruiting process comes from empathizing with the candidate, understanding what drives them, and ensuring we are a good match for each other.

Companies with a well-designed onboarding process experience 50% greater new-hire retention.

After a candidate accepts our offer and the offer letter is signed, we promptly prepare them to join our clients’ company by clearly explaining the onboarding process and introducing them to the team.

The first day at a new workplace can be one of the most anxiety-inducing days in someone's career, so making them feel welcome is our top priority. The goal is for the new team member to immediately feel a sense of belonging, which can lead to higher job satisfaction in new employees.

Conclusion

Ultimately, the value of our team members lies in their expertise in creating a great tech product for our customers. For this benefit to be delivered effectively and efficiently, we ensure that we source the best people and cultivate an environment that enables them to thrive.

Our tech team members are carefully selected and trained to take pride in their work while we facilitate their seamless integration into our client's in-house teams.

Like many business services, recruiting tech employees requires patience, skilled recruiters, and a fine-tuned process.

We are confident in the value of the services we provide; the benefits that our clients gain from working with us are at the core of everything we do. For more information, go to our FAQ page, contact us to schedule a discovery call, or continue reading from our blog.

 

Photo by Terry Vlisidis

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