IT Staff Augmentation disrupts the conventional IT staffing model, where you keep acquiring IT Staff as your business grows. Staff augmentation allows businesses to ramp up IT staff on the fly and in real time without investing in a new HR team and training of new personnel. More importantly, it allows businesses to ramp down IT staff when they are no longer needed.
Staff augmentation can help you achieve a number of business goals including faster speed-to-market, industry and technical experience that accelerates the quality and speed of development. Businesses do not have to invest in the cost and time required for internal training and skill development.
Velocity provides professional IT staffing services with a commitment to identify & depute the best candidates for client’s workplace as we do for our own. We ensure that our clients save their valuable time and resources to invest them for more strategic purposes. We study the requirements of our client’s business to understand the business culture to find the right resources. Consultants chosen by us go through a rigorous technical examination if needed, scanning and multiple rounds of interviews to ensure that they match the job requirements.
Velocity holds the ability to deliver multiple skill sets fast, efficiently and in a smooth manner. We hire the right people to join our client’s workforce. With a credible history of serving clients in US, Europe, Singapore & India across the technology spectrum, Velocity has the business acumen, technical knowledge know-how, and contacts to deliver advantage to our client’s work by our technology IT staffing.
Recruitment Process Outsourcing
“Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.”
Permanent recruitment involves bringing in full time employees that are expected to work and grow with the company. These employees are fully on the payroll of the company and are liable to all the benefits the company is expected to provide by law including tax relief, sick pay, pension entitlements and so on.
The different types of contract have specific challenges. This makes it imperative for businesses seeking the best blended staff base to work with recruitment firms that understand both; and have a strong talent pool.
Contract recruitment focuses on bringing in workers strictly for a short term assignment. This sort of hiring generally reduces the liability of an organisation as the organisation doesn’t have to offer the contract staff all the full benefits due to a full time employee. Again, since these roles are for a short time period, they are often outsourced on a vendor payroll. This means the contract staff will transition seamlessly at the end of the contract without any administrative burden to the employers. This type of recruitment must not be confused with zero hour contracts.