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Resource solutions for best value outcomes

Kevin Riley
When recruiting and retaining talent for projects, it’s easy to revert to a resourcing solution that is tried and tested. But with talent in short supply, traditional resourcing practices may not yield the desired results. What if there are other options that are better suited to the business circumstance whilst taking account of the skills demands in the market?

Hiring the wrong person can be a costly mistake. According to CIPD statistics, the cost of a wrong hire can be anything between £8,200 and £12,000 per person. The more senior the position, the more expensive it is: time and effort spent on the recruitment process; helping that wrong hire get up to speed (time that could have been spent managing right-fit professionals); damage to the company’s reputation; and severance costs. On the contrary, what is the cost of not being able to hire someone when the business need is identified?

Capita’s IT resourcing solutions plug the right gap at the right time according to market skills availability, internal readiness and business need.

What are the options?

It’s clear that there will always be a need for traditional resourcing solutions, but our Novus development programme and Employed Consultant solutions address different resourcing gaps. The following points positions each solution according to the variables in the graphic above. 

1. Permanent hires

Appropriate when the business has bandwidth to hire, skills are readily available in the market and are required long term.

Hiring a full or part-time employee means more consistency, stability and dependability. It is easier to manage quality, knowledge retention and personal engagement as employees look for career progression. However, we exist in a talent-short market so it is easier to identify and employ generalists rather than niche specialists. There is a risk of compromising the right skills for a good cultural and salary fit and permanent staff members come with management and potentially training overheads. However, if candidates with the skills are out there, good attraction techniques or engaging with a recruitment provider partner will help find them.

2. Consultants or contractors

Appropriate when expert/niche skills are required but are difficult to source in the open market, or skills are required on a short term basis.

Consultants or contractors can be hired for their in-depth technical and business knowledge. Whether you just need a sounding board or a full-blown project manager, hiring technical skills on a short term basis can inject that missing element to help move your business or project in the right direction. A consultant or contractor will add a more objective outlook into a project whilst their client benefits by procuring them on a time-hire basis, only paying for the work they do without the overheads of a permanent employee (salary, training, benefits and so on).

Used correctly, a contractor or a consultant will bring a huge project benefit. However, there is a tendency for some companies to be over reliant on consultants. There can be a costly legacy if knowledge transfer doesn’t take place and employees aren’t given opportunities to benefit from the wealth of experience that the consultant brings. There are also legal and commercial considerations relating to conflicts of interest, IP and implied employment.

3. Employed Consultant

Appropriate where skills are generally available, are required for a long term but there are internal barriers to permanent recruitment.

Many customers turn to consultants who are employed by consultancies as they bring comfort through the backing and support of a larger organisation. However, even the largest consultancies have limited and finite resources and ultimately the consultant’s overall allegiance is to their employer. Capita IT Resourcing offers an alternative. We use our own robust hiring process and brand attraction to make sure we find a consultant that not only fits our standards, but also our customer’s. We’ll then hire them specifically for your assignment and provide the ongoing support expected of a consultancy during an initial client engagement, taking all HR and employment liability.

After our initial minimum assignment engagement (and with no obligations) there is the option to transition the consultant to your business. However, should the business requirement for the skills of our consultant diminish, we’ll absorb that risk and redeploy them internally. It’s not a solution for every occasion, but where we do deploy our Employed Consultant solution, we generally achieve a cost saving of up to 20% when compared to the cost of a contractor. Additionally, our customers invariably retain the talent that they’ve worked with and invested in during their initial assignment through Capita.

4. Novus - Capita's accredited IT graduate programme

Appropriate where highly desired graduate/entry level skills are required for long term, but internal capacity to develop and nurture is limited.

Capita’s Novus programme has been created in direct response to our customers’ IT skills shortage. Where a business might lack resource in a specific skill, we provide a British Computer Society accredited programme of training for IT and STEM graduates to prepare them for roles that our customers require. Our Novus IT professionals are then placed on customer assignments with the full support of the Capita group. After an initial period of engagement, clients can choose to hire their Novus as their own permanent employees.

Our Novus programme brings talent into the market whilst removing the burden of the initial training and HR management. This programme helps UK-based IT departments share Capita’s capacity and capability to develop IT staff for the future, tackling talent shortages head on.

5. Managed campaign

Appropriate when a range of resourcing solutions are required to meet the business need.

There will be times when a project requires a number of new IT skills or individuals. Whether you are launching a large-scale campaign or starting a major project, some things are simply not possible to achieve with existing in-house resource. At Capita IT Resourcing, we can help you assess your IT resourcing needs and manage the process of recruiting a mixed economy of individuals (permanent hires, consultants and more), leaving you more time to focus on the job at hand.

Hiring considerations

So what are the main considerations you need to think about when hiring?

It is important to make sure you’re aware of all the options when you next need additional resource. Assess all the circumstances before selecting your resourcing solution: is it a long term project; will I need the resource beyond the initial business need; what level of skill do I need; what is the best way to attract that resource; do we have the capacity in house to cope with the current hiring strategy; do we have the bandwidth to nurture the talent that we need to bring in; do we have a clear strategy for hiring the right resources at the right time; should we engage a specialist IT resourcing partner to help us through this process?

Be clear about your requirement so you don’t end up hiring a contractor where there is a longer term need, or a consultant when it might be better to nurture a graduate you could train and retain.

Are you recruiting the right type of people at the right time? Contact us to help you find the right solution.
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