Talent development & replacement cost

Companies continuously spend tremendous time and energy to replace their IT staff and developers through several IT channel partners. However, the biggest challenge arises when candidates leave us within a few months of their joining despite spending a significant share of our time hiring the right personnel. The process leaves a considerable dent in the project flow, creates a vacuum in the final delivery, leading to a disconnect with the knowledge levels of current teams and mars the learning curve every time.

Offer-to-Joining Ratio

After an intense interview process and an excellent salary package, several highly-skilled candidates drop out at the last moment, creating a vacuum within the entire interview journey. The major cause for this high offer-to-joining attrition is the demand for their skills and extremely high salary offers. It also adversely affects the hiring teams and their IT outsourcing partners, leading to mental fatigue, skill shortage, and burnout.

Turn-around-time

The resultant effect is the high attrition that leaves the IT outsourcing partners in a lurch to fill the positions at the earliest and hampers their turn-around-time and quality. Instead of diverting their efforts in hiring experienced and skilled candidates, they compensate for this by offering lesser experienced personnel while hunting for highly-skilled ones. If the IT outsourcing partner works on a Time and Material (T&M) model with their partners, they spend endless hours reinterviewing candidates that hamper productivity.

The IT industry in the Western countries, European countries, and the Indian subcontinent face rising talent attrition and increasing costs that create a dent in the entire IT hiring process, impacting the functioning of business operations considerably.

With such a massive increase in attrition, what viable options are available to mitigate the risk and lower the impact on your company? What role could you play to help the IT channel partners in reducing the attrition rates and avoiding the constant replacement of manpower?