Key Takeaways
- Can you define the selection process for IT staffing services?
- KPI recruitment metrics can help you streamline and track it for successful results!
- Read our blog to know 37 KPI recruitment metrics that can make this feasible.
In 2024 and beyond, businesses can only hope to deliver top-notch services as well as products by engaging the best possible IT experts.
But hiring IT experts, especially for a short-term project, can put strain on the budgets!
Contractual or remote IT staffing is the way forward.
You might be wondering how you will effectively measure the success of your contractual IT staffing.
This blog will help you with 37 KPI recruitment metrics that will deliver the best results of IT staff augmentation services for your business.
If you are a business owner, a project manager, an HR professional, an IT resource, or a tech expert, this blog is about to show you how to leverage the KPI recruitment metrics for contractual IT staffing.
A few facts about contractual IT staffing
- By 2024, contractual IT staffing will surmount to USD 118.95 billion.
- Remote IT staffing is expected to reach USD 142.37 billion market cap by 2030.
- The average tenure for contractual IT staff is 10 weeks!
- 64% of the remote IT staff work to fill the gap in talent and skills.
- It takes a minimum 36 to 42 days via traditional hiring, while 1-2 weeks by contractual IT staffing to hire a similar resource.
What are contractual IT staffing services?
When a company procures IT experts from a vendor on a contractual basis, mostly for remote work, it is known as IT staffing!
It is beneficial for all the involved parties, i.e., the company, vendor, and IT staff.
It helps in keeping IT companies and IT departments of businesses flexible as well as scalable while staying within budget!
Why is contractual IT staffing important?
Normally, companies, whenever they need an IT expert, hire a full-time resource.
But in the AI era of 2024, companies are being bombarded by diverse development and user-centric demands from their customers.
Catering to all of them would mean hiring IT experts for all the IT services, even though many of them might be for a short-term project.
While with contractual and remote IT staffing, any company can get an IT expert for the duration they want!
Do you know the HR recruitment process of an online assessment of a work for hire IT expert?
While interviewing a remote resource, you must take into consideration many things, like,
- Technical domain skills,
- Training needs assessment,
- Aptitude questions,
- Culture fit interview questions,
- HackerEarth benchmark,
- HackerRank benchmark,
- And more.
We know it is a complicated process, and that’s why we suggest to hire contractual IT experts from Wildnet Technologies within 2 days that will upgrade your HRs into the doselect mode!
IT Staffing vs. IT Outsourcing
It is important to know the difference between both to know which one would suit your business goals better.
| Remote IT Staffing or IT Staff Augmentation | IT Outsourcing |
| It helps in hiring IT experts for a short-term or contractual period. | It helps in delegating the IT project to a vendor. |
| You get to have more control. | You get to provide your feedback. |
| It is easier to manage. | It is comparatively a little difficult to manage. |
| You have to keep one eye on the IT projects. | You can focus solely on the core business competencies. |
Fig 1. A tabular representation of Remote IT Staffing vs. IT Outsourcing.
Depending upon whether you wish to outsource the whole IT project or hire a contractual IT resource, you make the choice.
KPI Recruitment Metrics: Measuring the Contractual IT Staffing’s Success
You must know which KPIs or key performance indicators to use to leverage to be the best judge of the remote IT staffing services you are utilizing.
KPI recruitment metrics are as follows:
- Joining Per Week
Knowing how many offerings you have per week; the hiring process can be streamlined!
- Open Jobs Fill Percentage
Simply having open jobs is not enough; you must have a quick fill percentage as well!
- Redeployment Percentage
Measure how many times you needed to redeploy the same contractual and remote IT staffing resources.
- Offer Acceptance Ratio
Your offer acceptance ratio tells you if you have a good company or not!
- Employee Retention
There is no point in continuously hiring contractual IT resources, as a lot of time and energy is utilized in hiring & then training the remote hire.
- Billable Hours
This number will help you plan the workings of the hired remote IT expert.
- Timesheets Submitted
Ensure that your remote IT staff shares timesheets of their work for your company, as this will help you understand their contribution.
- Onboarding Time
It should be as little as possible, which means the work-for-hire resource will be work-ready as soon as possible.
- Job Submissions per Hire
By getting the ratio of job submissions per hire, you get to understand whether your IT staffing vendor is capable or not.
- Temporary vs. Full Time Hire
Only do full-time hiring with highly sensitive data handling and long-term projects while choose the temporary hires every other time!
- Training & Upskilling Time
Some training (office culture, work ethics, and more) as well as upskilling might be needed by the temporary IT staff.
- Client Proposals
Judge the work done by the contractual IT staff by measuring against the client proposals received due to it.
- Quality Meetings per Week
Good meetings are also an important aspect that helps in tracking the success of the contractual IT staffing services.
- Sales Deals closed per Week
This is the final number, which tells you the sales your business made due to the hiring of the remote IT staff.
- Glassdoor Recommendations & Stars
The ratings you have on popular job platforms like Glassdoor and more chart your future client proposals as well as work for hires requirements.
- Fill Rate
Fill rate helps you judge your contractual IT staffing vendor as you get to know how many jobs they can cater to.
- Interview to Hire Rate
The number of interviews done per single hire tells you whether the candidates provided by the remote IT staffing vendor are competent or not!
- New vs. Replacement Hire
This tells you about your company culture.
If there are more new hires, then it is good, but if the replacement hires are more, then you might need an internal change.
- Source of Hire
Source of hire helps you keep track of the hirings at your company.
- No. of Billable Hours Closed
These are the billable hours that you will approve for your remote IT staffing vendor provided at the end of the month to charge for their IT staffing services.
- No. of Billable Hours Delivered
Since worked hours by a work-for-hire IT expert can also include non-billable hours, thus it is important to check the billable hours delivered by your remote IT staffing vendor!
- No. of Days to Fill
For contractual IT staffing, it can be a week or two, while with full-time hiring, it can be 30-40 days!
- ROI
It is the final measurement, i.e., return on investment, or ROI, made by a company by hiring remote IT staff compared to the revenue generated by them.
- Client Testimonials
Client testimonials are the most promising method of judging the efficiency of your work-for-hire IT resource.
- Hire Manager Satisfaction Rate
If your HRs are happy with a contractual IT staff augmentation vendor, then you know you have made the right choice!
- Job Performance
Make sure to measure and document every performance step of your contractual IT resource to know if they need improvement or replacement!
- Transparency
All the stakeholders, i.e., the company hiring, contractual IT staffing vendor, and work-for-hire resource, are transparent with each other by sharing key information in real-time.
- NDAs & Compliances
To ensure that the remote IT staffing vendor and the contractual IT resource are working as per your company as well as clients’ requirements, get proper NDAs signed and follow compliances.
- Remote vs. Onsite Resources
You have to make this comparison depending upon whether your work requires an onsite resource or a remote one.
Remember, there are pros and cons to everything!
- Experience Type
Remote IT staffing resources come in three categories as per their experience, i.e.,
- Junior IT resource (1-3 years)
- Mid-Level IT Resource (3-5 years)
- Senior-Level IT Resource (5+ years)
Each of them comes in a certain price bracket and expertise!
- Rate Card
Rate card is quite important, starting from choosing the right contractual IT staffing partner to calculating ROI!
- Freelance vs. In-House Resources
Do make sure that the vendor is not providing you freelancers, as they are hard to control!
- Background Verification
If your work-for-hire IT expert has already been through background verification by the vendor, it makes it easier for your business to trust them, and trust is vital!
- Employee Benefits
There are many benefits that an employee can ask for and that are bestowed on them.
Verify if you are offering the same benefits that were offered by the vendor to alleviate any discrepancies.
- Contract Terms
Ensure that you have mentioned all the important policies in the contract and they are being followed till you keep leveraging the remote IT staffing partner’s services.
- Leave Policy
The work for hire resource might be accustomed to more or less leaves than your company offers so make sure clarify your stance.
- Team Size
Depending upon the team size of the remote resources available at the IT staff augmentation vendor, you can judge whether they are in the IT staffing game for long or not!
These 37 KPI recruitment metrics will make your contractual IT staffing fruitful!
KPI Recruitment Metrics: Possible Challenges
There might be some challenges that your business might face when you come up with so many KPI recruitment metrics.
Here they are,
- Uncomfortable Vendors
If your remote IT staff augmentation vendor is unsure of providing top-notch services as per these KPI recruitment metrics, then you know they are not the right choice for you!
- Too Much Work
Your internal team leaders might be reluctant to monitor 37 KPI recruitment metrics, but it’s the role of the senior management to make them understand its benefits.
Plus, once they are imbibed in normal functionality, they will not feel like extra work!
- Uneasy Senior Management
Even your senior management might feel uneasy following through with these KPI recruitment metrics, but if you show them the previous case studies and testimonials along with ROI benefits of the IT staff augmentation services, then they can be persuaded.
Thus, the challenges that might be encountered can be easily dealt with once you have the right contractual IT staffing partner like Wildnet!
Future of KPI Recruitment in Contractual IT Staffing
As the demand for work-for-hire resources increases, the importance of KPI recruitment metrics is bound to go up!
If not today, maybe in the near future, you will have to leverage the aforementioned 37 KPI recruitment metrics to show the stakeholders that the business decision to opt for IT staff augmentation services was right.
And as the digital world further entwines with the real world, these KPI recruitment metrics are going to get better as well.
Conclusion: KPI recruitment metrics are the best way for Remote IT Staffing success!
In any business transaction or action, the only way to judge whether it was beneficial or not is to track its performance via some KPIs.
In the case of contractual IT staffing services, KPI recruitment metrics are leveraged to measure the success of your business pivot to work-for-hire resources.
So, before your management starts asking for success numbers, you use these KPI recruitment metrics and make future predictions accordingly!
Wildnet Technologies is one of the leaders in catering IT Staff Augmentation and Contractual IT Staffing services to our clients, helping them successfully complete 2100+ projects with a team size of 350+ expert developers.
If you would like to know more,
- IT Staff Augmentation Services: Advanced Onboarding Techniques for Success
- IT Temporary Staffing Services: Navigating the Talent Shortage Gap
- Wildnet’s Digital Yum (our thought leadership’s weekly POV on the latest in the digital transformation industry)
Contact us now at info@wildnettechnologies.com and get the best possible contractual IT resources!
FAQs
FAQ 1: Can you help us build a custom mobile app for our business?
Ans: Yes, we sure can!
Now, whether you want the developer team working under your command or ours, we proceed further to alot the apt development teams.
FAQ 2: Why are IT Staff Augmentation Services important?
Ans: Don’t you wish to save 40-60% on costs while delivering the business and IT goals faster?
If you do, then choose IT staff augmentation services by Wildnet!
FAQ 3: How do you ensure Data Privacy and Confidentiality in remote IT staffing services?
Ans: By engaging all three parties, i.e., the client (you), us (vendor), and the work for hire (IT) resources in data-tight NDAs (non-disclosure agreements) and contracts, we ensure 100% data privacy as well confidentiality.
FAQ 4: What will happen to the IP rights of any new innovation done by your contractual resources?
Ans: Since they are working for your company, all the IP rights will by default go to you, and we mention the same in our contracts as well.
FAQ 5: How will you provide IT resources as per our time zones?
Ans: Our contractual IT resources work remotely and in full-time zone alignment with their client so that work can be done in real-time.
FAQ 6: Have you head of the FAANG Companies?
Ans: FAANG stands for Facebook, Amazon, Apple, Netflix and Google!
They are important because they control large chunk of the technologies leveraged by the world.
