How to build committed IT project teams?

The pace of new jobs emerging for IT specialists is definitely faster than the number of available candidates in the market. Nowadays, we’re dealing with a candidate-driven market. Such a situation significantly affects employers within many industries looking for IT specialists. Companies constantly open new recruitment processes, however, their closure is not easy. It is so because many of those processes concern the same positions.

What’s more, finding an appropriate candidate is more difficult. Candidates with senior-level experience usually participate in several recruitment processes simultaneously, have higher expectations, and in general, don’t negotiate them. They just pick an employer who can meet those expectations. How to overcome these challenges?

What measures can a company take to recruit committed employees and start project work?

We show you how to tackle these difficulties on the example of an international company within the Life Sciences industry. They were looking for senior IT specialists (within the body leasing model). In the beginning, discussions were focused on employing two specialists. Due to the nature of the project, its size, and its importance to the company, the customer wanted to employ individuals with senior-level experience.

During our discussions with the customer, such issues as difficulties in the candidates’ availability as well as a high turnover rate of senior employees came up. Both factors affected other employees’ motivation and the continuity of work in the project. The customer wanted to acquire candidates who would stay with the company for longer to ensure the continuity of employment. As a result, it would ensure the security and stability of project work that is key to the proper functioning of the company’s processes.

After analyzing the customer’s needs and expectations, we offered a solution – delegating a junior specialist and a senior specialist who would support the junior employee in the project. One of our arguments to support this solution was that the range of duties of some positions did not require only a senior level experience.

An additional advantage of the body leasing service proposed to the customer was to ensure the continuity of work. Our tandem can relieve the rest of the project team members, which in turn allows meeting the agreed deadlines within the global schedule.

Senior System-Business Analyst Jerzy Caliński and Junior System-Business Analyst Alicja Metlerska were assigned to this project.

From the very beginning, we conducted a very transparent discussion with the customer. It concerned their intention and declaration that they would test how the junior employee proved themselves in the position initially described as a senior level. It appeared to be invaluable, especially with regard to the junior specialist who had been very committed to the project. The reputation of the customer brand, the willingness to prove themself in the undertaken challenge, and above all, the great opportunity to develop a career as a business analyst were additional motivational boosts for the junior employee.

The customer, who was open to employing a junior specialist, could regularly observe the junior employee’s progress, verify their skills, and lastly, adjust initial assumptions with regard to seniority requirements for both filled positions.

By working in tandem, the senior employee also gained – they avoided an uncomfortable situation in the case of a need to perform a task below their senior experience and qualifications. Such tasks would demotivate the senior employee. However, for a junior employee, they were the perfect source of developing skills and strengthening competencies.
Getting specialists with two different experience levels in tandem allowed the senior employee to develop new leadership and mentoring competencies and other soft skills. By sharing knowledge and supporting the junior employee, the senior employee had a positive impact on building a committed, responsible, and loyal project team.

By employing a junior specialist, the customer has greater chances than with a senior specialist to shape such an employee within their organizational culture. This results in greater efficiency, loyalty, longer employment, and maintaining know-how in the company. From the perspective of business development, those aspects are important to any organization.

To a greater extent, running this type of project within body leasing and team leasing depends on the commitment of all the interested parties. At Craftware, we always take into consideration the needs of entrepreneurs and take care of regular contact with customers and employees. Opening up to employing junior specialists and supporting them in their development is a chance for companies to fill in the employment gap. What’s more, it gives them the possibility to plan and implement human resource management strategies, and develop resources in the company. It gives them a chance not only to meet the demands for certain competencies but also provides them with a solution to build effective teams. In other words, the teams that can ensure security, high standards of the processes, and the company’s business effectiveness.

What other benefits can you achieve with body leasing and team leasing when they are implemented by Craftware? Contact us and check what we can achieve together.