Staffing Agility — Scaling on a whim or a need?

Agile working methodologies have forced companies to look inward and dive deeper into what it is like to always stay on top of the game.

Be it a calamity or catastrophe, today’s agile working methods have proven to equip companies with the skill sets to function even in the toughest of times.

Workforce agility values efficiency and efficacy above all, a trait that is not just sought after but also hammered into today’s industries.

This brings to light another facet of agile working which is staffing agility.

Staffing agility is the concept of quicker and more agile employee hiring, mobility and laying off during times of dearth and unforeseen circumstances to keep business processes running smoothly.

Here’s how you can improve your staffing agility in order to comprehend whether you need to hire on a whim or to meet augmenting needs:

• Execute Cross-Training: One of the key facets of staffing agility is undertaking cross-training initiatives to equip hired talent with the ability to work across the continuum of departments without facing any hassles. During unexpected situations, certain roles might need to be relocated from one department to the other in order to keep the business afloat. The agile principle of cross-training will help companies be prepared for this scenario.
• Advocate Workforce Mobility: Staffing agility stands for employees being able to work from any corner of the globe without encountering any hiccups. So be it a remote workstation, home or office, employees must be given a choice to work from wherever they desire to in order to keep productivity levels high and the organisation running smoothly.
• Outsourcing Talent: Outsourcing IT talent on a temporary project basis helps companies churn in new ideas and bring fresh perspectives to the table. But what very few know is that it also prepares companies to delegate work outside their own team when they are lacking in talent and resources. The pandemic has made many businesses prone to financial dearth and resources and thus having a strong relationship with outsourcing companies is a must to be on the safer side.

Conclusion:

If your organisation takes the time and effort to implement the above and many other crucial staffing agility principles, you’ll quickly realize whether you want to hire talent to quench increasing work demands or just because it’s an effacing trend. The former would not arise if you have your employees well-trained and equipped but the latter would if you prefer to dwell on fleeting industry trends rather than agile software development.