For many IT leaders, recruiting, screening, and hiring new employees is a dreaded task that can take valuable time away from ongoing initiatives. Here are a few questions to consider the next time you are considering hiring a new IT employee.
Is this a growth position or turnover?
Many companies don’t track the full cost of their turnover. One report recently stated entry–level employees may cost a company 30-50 percent of their annual salary to replace. That number goes up to 150 percent for mid-level and a whopping 400 percent for senior or highly specialized employees. The same study noted that, while employees typical receive a three percent annual raise, a new employer will often pay them 20 percent or more over their current salary.
These are all good reasons for IT leaders to work hard to keep their employees engaged and satisfied. While there might not be much you can do about the budget, often job satisfaction can be increased by outsourcing mundane and maintenance tasks to a Managed Services Provider (MSP). This frees up your employees to concentrate on tasks that add value to the organization and foster a feeling of career satisfaction.
Will this employee play offense or defense?
For growth positions, organizations should add staff members who are capable of innovation and adding value to the organization and its key customers, rather than just support tasks.
What role will this employee play? Does this role need to be performed by an employee?
With today's sophisticated systems and high-quality confidentiality agreements, many tasks that were performed exclusively by employees may now be delegated with confidence to third-party service providers. Not all MSPs are created equal, though. There are many small players in this field. Make sure the MSP you contract with has the wherewithal to deliver the same or greater level of integrity and data security as a bona fide employee.
Who backs up this employee when she/he takes a sick day?
A large, well-funded MSP will have dozens or even hundreds of qualified staff members to support your operation, as well as systems to help those employees effectively deliver the services needed.
Who will pay for this employee’s continuing education?
This is a bonus question. Training is another area in which a large, well-funded MSP can really add value. High-quality continuing education is costly and requires time out of the office that smaller or highly specialized teams struggle to afford.