In the realm of IT recruitment, the dynamics are in a perpetual state of transformation. With each passing day, new technologies surface, skill prerequisites undergo changes, and the race to secure premier tech talent becomes increasingly fierce. However, one enduring obstacle stands tall: the ever-persistent tech talent shortage. As enterprises grow ever more dependent on technology, the appetite for IT professionals surpasses the available pool. In this article, we embark on a collective journey to delve into the strategies and proven best practices that can empower your organization to effectively navigate the challenges posed by tech talent scarcity.
We’ll build your product from scratch or join the existing team. We’ve hired technically strong engineers who speak your language and respect your time zone. Companies from 20 countries already work with us. We are ISO 9001 and ISO 27001 certified by TUV Austria. — FusionWorks
As a pragmatic and well-organized personality, I adore bullet points or enumerations, so it is much clear about key topics and you may choose what to read (or use diagonal reader mode 👀), if you enjoy or at least try to, these as well, next points will be dedicated to your majesty 🌝.
1. WHAT do you really need? What is your goal? Who are you looking for and what for?
Before you embark on the recruitment journey, it’s crucial to have a clear understanding of your organization’s specific IT needs. Define the skills, experience, and cultural fit you’re looking for in a candidate. By having a precise job description, you’ll attract candidates who are a better match for your requirements, reducing the time spent sifting through resumes.
There are expert-teams that may suggest cost-effective solutions for your challenges, not just “monkey-jobers” that will work on well-described tasks. One of them are our partners from Consulting. Optimize your work, save your money, contact them today.
2. Employer BRANDING
Your organization’s reputation matters. Tech professionals are selective about where they work, and a strong employer brand can be a magnet for top talent. Showcase your company’s values, culture, and commitment to innovation through your website, social media, and employee testimonials. Highlight unique perks and opportunities for growth.
“Words and opinions from the roof are the ones that matter, on documents you may find too many words, but there is the truth.” — Anton Perkin, CEO, FusionWorks
3. Listen to, motivate, and promote your team members
Your current employees can be your best recruitment advocates. Encourage them to refer potential candidates from their professional networks. Employee referral programs tap into a hidden talent pool and foster a sense of engagement and loyalty among your staff. Also when you do have a new position available, try to motivate your team members and promote them — the ones who are dedicated and loyal — these will show better results as they will honor your choice.
4. Collaborate with Educational Institutions
Forge partnerships with universities, coding boot camps, and technical schools. Engaging with these institutions can provide early access to emerging tech talent. Consider offering internships, co-op programs, or sponsoring student projects to identify and nurture future IT professionals.
So far this year, FusionWorks is in the process of completing one internship program in FrontEnd (Hi, Ion!), has finished three internship programs in BackEnd (👋 Vitalie, Mariana, Artur), and this week, it is the beginning of a university practice with nine students (Hello to all of you!), we welcomed and will help with their first-steps-into-practice.
5. Embrace Remote Work and Flexibility
The tech talent you seek may not always be within commuting distance. Embrace remote work options to expand your talent pool geographically. Many IT professionals value flexibility, and offering remote work opportunities can make your organization more attractive.
If for your business model, it is easier to work with freelancers, feel free to reach out to our colleagues from Talents.Tech — they have always the solutions
6. Develop a Continuous Learning Culture
Invest in the growth and development of your current IT team. Provide training, certifications, and opportunities for skill enhancement. A commitment to lifelong learning retains your existing talent and attracts new professionals seeking growth opportunities.
This AUTUMN, FusionWorks prepared an incredible surprize! Stay tuned and you will be one of the first to know it 😮. PS As far as I know, this news will be told from the stage, right at this event. Lucky you, who read till here))
7. Streamline the Recruitment Process
A lengthy and cumbersome recruitment process can turn off top candidates. Streamline your hiring process by reducing unnecessary steps, leveraging technology for initial screenings, and providing prompt feedback to applicants.
8. Stay Informed About Market Trends
The tech industry evolves rapidly. Stay up-to-date with our world’s latest trends, emerging technologies, and competitive salaries. This knowledge will help you make informed decisions and adapt your recruitment strategy accordingly.
The tech talent shortage is a challenge, but it’s not insurmountable. By understanding your needs, building a strong employer brand, collaborating with educational institutions, and embracing flexibility, your organization can successfully navigate this shortage. It’s a journey that requires adaptability, innovation, and a commitment to continuous improvement. With the right strategies in place, you can secure the IT talent your organization needs to thrive in an ever-changing digital landscape.
In the swiftly evolving modern work environments, working together is often highlighted as a key part of success. But hidden beneath the idea of teamwork is a psychological thing that can actually slow down how much work gets done and make coming up with new ideas harder. This thing is called “social laziness.” It happens because we tend to put in less effort when we’re in groups. This can cause big problems for how well teams do and for the overall success of a company. In this article, we’ll talk about social laziness, look at real examples from IT companies, and give you practical ways to stop it from happening and deal with it.
Understanding Social Loafing [I like to call it Social Laziness, so this word will be used in this article]
Social laziness is a psychological phenomenon where individuals exert less effort when working in a group compared to when working alone. This reduction in effort is driven by the perception that individual contributions are less visible or impactful within a collective effort. As a result, team productivity may suffer, creativity could be stifled, and morale could decline.
Real-Life Cases of Social laziness in IT Companies
Introverts OR The Silent Coders Group: In a software development team, several programmers began to contribute less to the group projects, assuming their fellow team members would pick up the slack. This led to missed deadlines, buggy code, and an overall decline in project quality. In worst cases, this may also result in absenteeism, being too late for work without recuperating this time, and a bad reputation for the whole group/company.
Code-comments OR The Documentation Dilemma: Within an IT (support) team, a few members started neglecting their responsibilities to update the team’s internal knowledge base. They felt that others would take care of documentation, resulting in incomplete and outdated resources that hindered the efficiency of the entire team. In worst cases, employee fluctuation will determine no corporate memory, and solving one client problem may consume too much time, energy, money, and human resources.
Not my job OR Design band: In a(n) UI/UX design team, the phenomenon of social laziness emerged when team members believed that their design ideas would be overshadowed by the dominant voices, no matter from this group or from managers. As a result, some designers disengaged, leading to uninspired design outcomes. In worst cases, the main design is proposed by persons who are not experts in this field, without knowing trends and best practice ideas/designs/masterpieces are simply absent.
StandUps OR Meeting Chaos: A project management team encountered social laziness during meetings, with some members contributing minimally and even disengaging entirely. This lack of active participation led to unproductive discussions, hampering effective decision-making. In worst cases, this may cost time and money, as the decisions may be taken without knowing key details that may influence them.
Feedback on how to OR Code Review: Within a QA (Quality Assurance) team, a few members began relying heavily on their colleagues-developers to identify defects during code reviews. This caused a bottleneck in the review process, as the responsibility wasn’t evenly distributed among team members.
In the quest for optimal team productivity, addressing the challenge of social laziness is paramount. Let’s continue our exploration by offering actionable strategies to counter this phenomenon and enhance collaborative effectiveness. If after reading them you believe there is anything else we may add, please leave comments above, this will be a super-nice opportunity for me to interact with you, awesome people reading this!
Clear Goal Setting: Establish specific, measurable, and achievable goals for each team member within the group. When individuals have a clear understanding of their responsibilities and the expected outcomes, they are more likely to feel accountable and motivated to contribute.
Individual Accountability: Assign tasks that showcase each team member’s expertise and skills. When responsibilities align with individuals’ strengths, they are more likely to take ownership and actively participate, reducing the inclination for social laziness.
Regular Progress Monitoring: Implement frequent check-ins to monitor the progress of group projects. This not only keeps everyone on track but also allows for early identification of potential social laziness behavior. Timely interventions can prevent its escalation.
Encourage Open Communication: Foster an environment where team members feel comfortable expressing their ideas and concerns. When individuals believe their voices are valued, they are more likely to contribute actively and engage in collaborative discussions.
Diversify Group Composition: Mix up team compositions periodically to avoid the formation of static subgroups. This prevents the development of “freeloader” dynamics where some members consistently rely on others to carry the load. This also may work as ”new blood” to the team spirit.
Recognize and Reward Effort: Implement a recognition system that acknowledges individual contributions. Highlighting the value of each person’s efforts reinforces a sense of purpose and discourages social laziness tendencies.
Rotate Leadership Roles: Designate different team members as leaders for various projects or tasks. This rotation of leadership responsibilities encourages each individual to stay engaged and contribute fully, knowing that their turn to lead will come.
As organizations continue to embrace collaboration as a key driver of innovation, understanding and addressing the phenomenon of social laziness becomes crucial. By recognizing the signs, implementing preventive measures, and fostering an environment of individual accountability and open communication, HR professionals and team leaders can effectively counteract the negative impacts of social laziness. Ultimately, creating a culture that values each team member’s contribution can lead to heightened productivity, enhanced creativity, and a more harmonious and successful workplace.
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Discover the pivotal role of IT outsourcing during times of turmoil. Flexibility, cost efficiency, specialized expertise, and swift digital transformation empower businesses. Outsourcing mitigates risks, sustains core functions, and enables rapid scalability. Outsourced testing of ideas safeguards innovation with minimal resource commitment. Adapting to crises becomes manageable with strategic outsourcing partnerships. — Crisis Solution: Outsourcing
In an ever-connected world, businesses are constantly striving to adapt and remain resilient in the face of global crises. Any crisis reminds us of the importance of agility and preparedness. Amidst economic uncertainties, remote work, and disrupted supply chains, IT outsourcing emerged as a powerful tool for businesses to navigate these challenges. In this article, we explore how IT outsourcing can be your best friend during times of global crisis, providing a lifeline to sustain and thrive in the midst of uncertainty.
One of the most significant advantages of IT outsourcing is its flexibility. When a crisis strikes, businesses often need to swiftly adjust their operations to stay afloat. Outsourcing IT services allows companies to scale up or down as needed, without the burden of maintaining an in-house team. Whether it’s sudden shifts to remote work or changes in project priorities, outsourcing partners can seamlessly adapt to your evolving needs.
2. Cost Efficiency in Turbulent Times
During a global crisis, cost-saving becomes paramount. Maintaining an in-house IT department can be expensive due to salaries, benefits, and infrastructure costs. Outsourcing IT services enables businesses to convert fixed costs into variable costs, paying only for the services they require. This approach offers substantial savings, which can be especially crucial when revenue streams are unpredictable.
In the midst of a crisis, tapping into specialized expertise can be a game-changer. IT outsourcing provides access to specialized skills and experience, one click distance. Whether you need cybersecurity experts to protect your digital assets during remote work or developers to create innovative digital solutions, outsourcing partners can bring a wealth of knowledge to the table.
4. Focus on Core Competencies
Global crises often demand that businesses direct their attention to core competencies to maintain their competitive edge. By outsourcing IT functions, companies can allocate resources to activities that directly contribute to their value proposition. This laser focus on essential aspects of the business enhances efficiency and allows for a quicker response to changing market dynamics.
5. Risk Mitigation and Business Continuity
Outsourcing IT services can provide an added layer of risk mitigation and business continuity planning. When a crisis disrupts operations, an outsourcing partner can step in to maintain essential IT functions, minimizing downtime and data loss. The distributed nature of outsourcing teams can also serve as a buffer against localized disruptions, ensuring that your business remains operational even if certain regions are severely affected.
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6. Scalability and Speed to Market
Global crises can bring unexpected opportunities, and businesses that can quickly adapt are poised to seize them. Outsourcing partners offer scalability, allowing companies to rapidly expand their IT capabilities to meet increased demand. This scalability translates to a faster time-to-market for new products or services, giving your business a competitive advantage in a dynamic environment.
7. Remote Work’s Transformative Impact
IT outsourcing inherently embraces remote collaboration, as outsourcing teams are often spread across different geographical locations. This experience positions businesses well to navigate remote work challenges and effectively manage distributed teams.
8. Testing Ideas and Prototyping in a Resource-Strained Environment
During a global crisis, the luxury of fully investing in a new idea or project can be elusive due to limited resources and heightened uncertainty. This is where the concept of outsourcing specific components of the innovation process becomes a strategic advantage. For businesses looking to test the viability of new ideas or prototypes, outsourcing critical elements such as design, development, quality assurance (QA), or even recruiting can be a prudent approach.
9. Outsourcing Development for Proof of Concept
Innovation often requires the creation of prototypes or proof-of-concept models to demonstrate the feasibility of an idea. Outsourcing the development of these prototypes can be a cost-effective way to validate concepts without committing extensive resources. By partnering with experienced outsourced development teams, businesses can quickly transform ideas into tangible solutions, enabling them to gauge market interest and gather valuable feedback before making further investments.
10. Utilizing Outsourced Quality Assurance for Trustworthy Results
Quality assurance is paramount when testing new ideas or products. Outsourcing QA can ensure that your prototypes or solutions are rigorously tested in diverse scenarios, without the need to establish an entire in-house testing infrastructure. This approach not only helps identify potential flaws but also accelerates the refinement process, allowing you to fine-tune your offerings based on real-world feedback.
Decode FusionWorks’ News: invitation to Boost Collaboration
Global crises demand a unique approach to innovation and resource allocation. Outsourcing key components of idea testing and exploration provides a strategic advantage, enabling businesses to efficiently assess new concepts without committing excessive resources. Whether it’s UI/UX design, developing prototypes, ensuring quality through outsourced QA, or expediting talent acquisition with external recruiters, this approach allows businesses to navigate uncertainties while maintaining a keen focus on innovation. By taking advantage of outsourcing as a tool for idea validation, businesses can maximize their chances of success and position themselves for growth in an ever-evolving landscape.
In today’s rapidly evolving business landscape, digital transformation is no longer a mere option but a necessity for staying competitive. Organizations across various industries embrace DevOps as a vital strategy to facilitate this transformation.
DevOps aims to improve software delivery, enhance product quality, and boost overall business efficiency by merging development and operations teams and fostering a collaborative culture.
Continue reading to learn how you can implement DevOps in your business.
The Importance of DevOps Pipeline for Digital Transformation
The DevOps pipeline is pivotal in ensuring a smooth digital transformation journey for businesses. It is a set of automated processes that streamline the development, testing, deployment, and monitoring of applications. Here are some key reasons why the DevOps pipeline is crucial for digital transformation:
a. Accelerated Software Delivery: The DevOps pipeline promotes Continuous Integration (CI) and Continuous Deployment (CD), enabling organizations to release new features and updates rapidly. This agility allows businesses to respond to market demands faster and gain a competitive edge.
b. Improved Collaboration: DevOps fosters a culture of collaboration and communication between development, operations, and other relevant teams. This alignment leads to better understanding, reduced conflicts, and enhanced cooperation, ultimately benefiting the entire product development lifecycle.
c. Enhanced Product Quality: By automating testing and code reviews, the DevOps pipeline helps identify and address issues early in the development process. This results in higher product quality and reduced chances of defects reaching the production environment.
d. Better Customer Experience: The faster and more reliable delivery of new features and bug fixes ensures a smoother user experience, which is crucial for customer satisfaction and loyalty.
e. Continuous Feedback and Improvement: The DevOps pipeline facilitates continuous monitoring and feedback, enabling organizations to gather insights, make data-driven decisions, and continually improve their products and services.
Five Steps to Get Started with DevOps
Implementing DevOps requires a well-thought-out plan and a gradual approach. Here are five essential steps to get started:
Step 1: Assess the Current State. Understand your organization’s existing development and operations processes, identify pain points, and gauge the level of collaboration between teams.
Step 2: Create a DevOps Culture. Cultivate a culture of collaboration, transparency, and innovation. Encourage cross-functional teams, foster knowledge sharing, and break down silos.
Step 3: Automate Processes. Implement automation for repetitive tasks, such as testing, deployment, and monitoring. Automation reduces manual errors and accelerates the development lifecycle.
Step 4: Implement CI/CD. Set up a Continuous Integration and Continuous Deployment (CI/CD) pipeline to automate code integration, testing, and deployment. This ensures a steady and reliable release process.
Step 5: Monitor and Iterate. Continuously monitor the performance of applications in the production environment. Gather feedback from users and stakeholders and use it to iterate and enhance your DevOps practices.
Challenges in Implementing DevOps Solutions
While DevOps offers significant benefits, businesses may face challenges during implementation. Some common obstacles include:
a. Cultural Resistance: Shifting to a DevOps culture requires a mindset change, and resistance from employees accustomed to traditional workflows may hinder progress.
b. Tooling and Technology: Selecting the right tools and technologies that align with the organization’s needs can be challenging. Integration issues between different tools may arise, impacting workflow efficiency.
c. Skill Gaps: Employees may lack the necessary skills and knowledge to work effectively in a DevOps environment. Training and upskilling initiatives are vital to bridging these gaps.
d. Security Concerns: Speedy releases and frequent changes can potentially lead to security vulnerabilities. Implementing robust security practices is essential to protecting the organization from cyber threats.
e. Legacy Systems: Organizations with legacy systems may find it challenging to integrate these systems into the DevOps pipeline. Legacy systems may require restructuring or replacement to fit the DevOps model.
Leveraging Extended and Outsourced Teams for DevOps Implementation
To overcome some of the challenges mentioned above and ensure a successful DevOps implementation, businesses can consider leveraging extended teams and outsourcing. Here are some benefits:
a. Access to Expertise: Outsourcing allows businesses to tap into the expertise of experienced DevOps professionals who are well-versed in the latest tools and best practices.
b. Cost-Effectiveness: Building an in-house DevOps team can be costly and time-consuming. Outsourcing provides a cost-effective alternative, as it eliminates recruitment and training expenses.
c. Scalability and Flexibility: Extended teams and outsourcing services can be easily scaled up or down based on project requirements, ensuring flexibility in resource allocation.
d. Faster Time-to-Market: Partnering with experienced DevOps service providers can expedite the implementation process, leading to faster time-to-market for products and services.
e. Focus on Core Competencies: Outsourcing DevOps tasks allows the internal team to focus on core business activities and strategic initiatives, leading to increased productivity.
Kickstart your Organization’s DevOps Journey
Embracing DevOps is no longer an option but a necessity for businesses aiming to thrive in the digital era. By establishing an efficient DevOps pipeline and fostering a culture of collaboration and innovation, organizations can achieve accelerated software delivery, improved product quality, and better customer experiences.
Although challenges may arise during the implementation process, businesses can mitigate them by leveraging extended teams and outsourcing expert support.
DevOps implementation is a journey, and with a strategic approach, organizations can unlock the full potential of this transformative methodology. Remember, each organization’s DevOps journey is unique, and it’s crucial to tailor the approach to fit the specific needs and goals of your business.
In a short video, I’ve talked about why being a CEO sucks and why you’ll love this job. And we are talking about the CEO not only of a company but also about life in general — everywhere where you feel the ownership.
Some highlight thoughts before you watch:
any fuckup is your fuckup;
you are an Emergency;
Even if the doctor says your 2-week-old child is in serious condition, you have to solve a C-level urgent riddle the same day;
flexible hours = congrats, you may work anytime, any day;
remote work possibility = you are lucky, you may do your job while on vacation;
Tonight you get a concussion of the brain, a fracture of the facial bone, half of the face looks like a boxer after a champion fight — you participate in the meeting the next morning;
you can’t digest the word “problem” anymore. “Issue” is more or less OK, but preferably should come with the word “solution”;
you do this not because it’s that vital, but because you feel ownership. And this should not be only about being a CEO, it’s about being a developer, a friend, a father;
We have learned to navigate and operate in an exceptionally competitive job market. In this context, the acquisition and retention of top talent demand more than merely identifying qualified candidates. It becomes critical to offer applicants a seamless and memorable journey from the initial application to their first day on the job. The next lines of this text, aim to provide insights into the key strategies and best practices necessary to deliver an exceptional candidate experience, ensuring a smooth transition from application to onboarding.
The Significance of First Impressions
The importance of first impressions cannot be overstated, especially in the realm of recruitment. The process begins by designing an intuitive and user-friendly online application system. Simplify the application form, optimize it for mobile devices, and eliminate any unnecessary steps. Additionally, it is essential to promptly acknowledge candidates’ applications to reinforce their confidence and set the stage for a positive experience.
Effective and transparent communication serves as the bedrock of a successful candidate experience. Maintaining open lines of communication with applicants throughout the entire process is paramount. Providing timely updates on their application status, whether it involves progress or not, demonstrates a commitment to transparency. Even with unsuccessful candidates, treating them respectfully and candidly is crucial, recognizing their potential as future hires or valuable brand advocates.
Tailored and Individualized Engagement
Creating personalized engagement opportunities for candidates fosters a stronger connection and demonstrates their unique value. Customizing communications to address candidates by name and referencing specific details from their resume or cover letter shows a genuine interest. Engaging with candidates through personalized messages, and sharing insights about the company culture, team dynamics, and growth prospects, enhances their sense of belonging and excitement.
Ask for details if something from our portfolio seems interesting.
Efficient and Transparent Interview Process
Ensuring an efficient and transparent interview process helps avoid unnecessary delays and confusion. Using technology to your advantage, such as integrating video interviews, pre-recorded questions, or automated assessments, allows for efficient evaluation of candidates’ skills and cultural fit. Respecting candidates’ time by providing clear instructions and promptly scheduling interviews demonstrates professionalism and consideration.
Throughout the recruitment process, offering candidates glimpses into your organization’s unique culture is essential. Sharing compelling stories, news, engaging videos, or inspiring testimonials from clients or current employees highlights the positive aspects of working within your company. This helps candidates envision themselves as valued team members, fostering excitement and anticipation for potential opportunities.
Smooth and Welcoming Onboarding
Recognizing the criticality of onboarding, a comprehensive and welcoming program is essential. Designing an onboarding process that helps new hires acclimate quickly and feel supported is crucial. Providing the necessary tools, resources, and training to facilitate a smooth transition into their roles demonstrates your commitment to their success. Assigning a buddy or mentor to guide them during their initial weeks fosters a sense of belonging and enables a supportive environment.
Continuous Feedback and Ongoing Improvement
Acknowledging that the candidate experience is an ongoing process, actively seeking feedback, and continuously improving is imperative. Soliciting feedback from candidates who have completed your recruitment process enables the identification of areas for enhancement. Analyzing data, conducting surveys, and gathering insights contribute to refining strategies and ensuring a seamless candidate journey.
”We share our experience — successes and failures — to help others learn and grow” — Fusion.Works
In conclusion, delivering an exceptional candidate experience is a transformative strategy within today’s competitive talent landscape. By prioritizing open communication, personalized engagement, streamlined interviews, showcasing culture, effective onboarding, and continuous improvement, companies can attract top talent, strengthen their employer brand, and cultivate enduring relationships with candidates. Embracing these strategies enables organizations to provide an unforgettable candidate experience and position themselves for success.
Time killers remove the focus from what is really important for us. I’ll show you the ways to get rid of them by telling my story. You can apply it to your own cases, which might be different.
At some point, I understood that scrolling social networks feeds is a drug for me — I can’t help turning on the phone screen and clicking on Facebook/Instagram icons. The first step (took me years!) is to admit you have a problem. The further journey is thrilling and beautiful and this is what I did:
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Add an additional step
As simple as it sounds — just put the icons of the time-killing apps on the second (or third if you are brave enough) screen. Or protect it with a password. In these cases, when you switch on your screen you’ll need one more step to reach your life-killers and you can think twice whether you need it or not. The empty spaces on the first screen can be replaced by Trello, a chess app (if this is not your drug) or anything else you won’t use ‘just because’.
Remember, work|life balance is not an issue if you use your time efficiently.
Plank only mode
However, I don’t have an idea of stopping using social networks. So together with the restriction, I suggest you a cheat — plank-only mode: you can scroll the social feed when staying in plank. For half a year already I’m using Facebook/Instagram on the phone only standing in the plank. Started with 1-minute sessions (at least once per day) and I am adding 10 seconds each month, meanwhile improving my health condition. By the end of the year, the minimal batch will reach 3 minutes.
Caution: you’ll be able to stay more and more and will use social networks more as well!
Eventually, doing it in plank, you’ll realize that you don’t need to know about your ‘friends’ that much! Now I know much less about what people think about different matters — and this makes me happier. Indeed, you’ll find out that not knowing the opinion of the people you don’t care about is cool. And believe me, the tension of the plank will not let you enjoy the feed and, moreover, leave useless comments. As a result, you’ll realize you don’t want to scroll it anymore.
Caution: there is a trap — your brain will go for revenge and you may find yourself scrolling Youtube feed instead. This won’t be an endless battle if you acknowledge what you are doing and will respond fast.
Let’s see some other productivity tips that will help you properly use the time you now have:
Berserk mode. I also call it coffee mode, others name itMonk mode. Whatever you name it, the idea is simple: you commit yourself to completing a specific goal without any distractions. So you shut out every possible distraction and focus on the task at hand. This means turning off everything — phones, apps, notifications, and email — so nothing can distract you. As there are people who wrote about it better than me, you can just read this article for more details.
Doing things in blocks. Book time slots in your calendar for certain tasks. Also do it for recurring tasks, such as reading books and learning. Thus you’ll always have time reserved for what is important for your personal development.
Use headphones. Doesn’t work for everyone, but definitely helps eliminate the outside sounds. Personally, I’m using this to the maximum — my colleagues complain they can’t work because of the loud music from my headphones.
Priority tasks first. Gosh, it’s difficult — our brain works visa versa. But we are here to train this powerful beast.
Do pleasant pro-dopamine stuff. From 5 minutes to half a day — depending on your schedule. Walking, running, showering, meditation — whatever makes you wait for it with excitement.
Delegate things. Delegate what gets you down or takes too much time without giving you pleasure: cooking, cleaning, working routines. You are the main architect of your life’s timeline — build whatever makes you comfortable and makes you enjoy every single day.
“You’ll be amazed at how many things you can actually do” — people who tried this approach
As technology advances and permeates nearly every aspect of modern life, the demand for skilled IT professionals has skyrocketed. In this highly competitive job market, companies must implement effective strategies for attracting and retaining their top IT talent. While in-house hiring is the traditional method, there are alternatives to consider, such as hiring freelancers or using outsourced teams.
For those seeking to engage with outsourcing teams, I strongly recommend reaching out to my colleagues at FusionWorks.
If you are considering collaborating with freelancers for your IT needs, I strongly suggest that you get in touch with my friends at Talents.Tech.
Here are some best practices to use and learn from:
Offer competitive compensation and benefits packages
Whether hiring freelancers or outsourced teams, it’s vital to offer competitive compensation and benefits packages, taking into account the market rate for the particular IT skills required.
2. Provide opportunities for professional development
IT professionals, whether in-house or freelance/outsourced, are often passionate about learning and staying up-to-date with the latest technologies and trends. Offering opportunities for professional development, such as training programs, mentorship, and certifications, can help attract and retain top talent.
Find out who are our clients and what they say about working with us
3. Foster a positive and inclusive work culture
Creating a positive and inclusive work culture is crucial for attracting and retaining top IT talent, whether they are in-house, freelance, or outsourced. This can include initiatives such as diversity and inclusion programs, employee resource groups, and at least once per year — team-building activities.
4. Emphasize the importance of work-life balance
IT professionals, whether in-house or freelance/outsourced, often work long hours and may be on call for emergencies, but it’s important to emphasize the importance of work-life balance. This can include initiatives such as flexible scheduling, time off policies, and wellness programs.
5. Utilize the power of your employer’s brand
Companies can use their employer branding to attract top IT talent, whether in-house, freelance, or outsourced, by showcasing their values, mission, and company culture. This can be done through social media, company blogs, and other marketing initiatives.
Nice video on Running a Top-Notch IT Department — Top IT Department Problems Solved
In addition to these best practices, it’s essential for companies to consider the options of hiring freelancers or using outsourced teams. Freelancers and outsourced teams offer the benefits of flexibility, specialized expertise, and lower costs. However, it’s essential to carefully vet freelancers and outsourced teams to ensure they have the necessary skills, experience, and professionalism.
Attracting and retaining top IT talent requires a multi-faceted approach that includes competitive compensation and benefits, opportunities for professional development, a positive and inclusive work culture, a focus on work-life balance, a strong employer brand, and the option of hiring freelancers or using outsourced teams. By implementing these best practices and considering the options of freelancers and outsourced teams, companies can position themselves as top employers in a competitive job market and attract and retain the best IT talent.
As a business owner, you understand the importance of having a reliable and competent team to help you achieve your business goals. However, finding and recruiting top-notch talent can be a difficult task that can consume a lot of your time and resources. This is where outsourcing resources can be a game-changer for your business. In this article, we will explore the advantages of outsourcing resources rather than relying on a recruiting agency.
Here are some of the benefits of outsourcing resources for your business:
Access to a global talent pool — by outsourcing your resources, you gain access to a vast and diverse talent pool from your trusted company partner. This means you have a better chance of finding the most suitable candidate for your project.
Cost-effective — outsourcing your resources can be cost-effective compared to hiring full-time employees. You can save on recruitment costs, salaries, benefits, vacations, sick leaves, and overhead expenses such as office space, equipment, and supplies. Moreover, you only pay for the services you need, which allows you to scale up or down as required.
Expertise and experience — outsourcing companies specialize in providing specific services or skills, which means they have the expertise and experience to handle your project efficiently and effectively. They have a deep understanding of your industry and can offer valuable insights and suggestions that can help you achieve your goals.
Flexibility — outsourcing your resources offers you the flexibility to adapt to changing business needs and requirements. You can hire resources for short-term or long-term projects, and scale up or down as needed. This flexibility allows you to focus on your core business functions and respond quickly to market changes and opportunities.
Increased productivity — outsourcing resources can increase your business productivity by allowing you to focus on core business functions. You can delegate time-consuming and repetitive tasks to external resources, which frees up your time to focus on more strategic and revenue-generating activities.
Reduced risk — outsourcing your resources can reduce the risk of hiring mistakes, as the outsourcing company is responsible for the recruitment and selection process. They have a rigorous screening process and can provide ongoing support, which reduces the risk of turnover, low performance, or project delays.
Quality assurance — outsourcing companies have strict quality control measures in place to ensure that their services meet or exceed industry standards. This means that you can expect high-quality and consistent services from the outsourcing company.
FusionWorks is a software development company that focuses on full-cycle product development, outstaffing services and IT community building. The company was founded in 2011 by Genadii Ganebnyi and Anton Perkin.
In conclusion, outsourcing resources can be a smart choice for your business as it offers access to a global talent pool, is cost-effective, provides expertise and experience, offers flexibility, increases productivity, reduces risk, and ensures quality assurance. By partnering with an outsourcing company that understands your business needs and requirements, you can focus on what you do best and achieve your business goals.
During the COVID lockdowns and pandemic restrictions, food delivery services became a vital support system for the restaurant industry. As restaurants downsized capacity or completely shut down their dine-in options, the sector experienced remarkable growth, and numerous e-commerce marketplaces emerged. Online ordering has now become an integral component of the “new normal.”
For restaurants, keeping up with the demand for delivery means choosing the right model. One option is to use online food delivery marketplaces, which provide customers with the ability to choose and order from a diverse range of restaurants. Alternatively, businesses can choose to manage their own direct e-commerce channels. This article outlines the advantages and drawbacks of using a food delivery marketplace compared to creating your own e-commerce platform. But do you have to choose, actually?
The advantages of food delivery marketplaces
Online marketplaces are third-party platforms that partner with restaurants and offered a quick and easy way to make their products available to a larger audience of potential customers. Let’s start with the benefits they provide.
Quick and easy to setup
With the existing e-commerce and delivery infrastructure, restaurant owners need just to register and upload their menus. For the customers, the process is as straightforward as browsing, selecting, and placing an order. Food delivery marketplaces demand minimal effort and investment from restaurateurs to start delivery operations.
High volumes of customer traffic
Online marketplaces have a high volume of customer traffic that can find you because they are already coming to the site. Marketplaces have marketing budgets and are advertising on Google — which means there should be constant traffic hitting your store pages.
Focus on business
Marketplaces allow you to outsource delivery logistics, removing the headache of coordinating and executing deliveries. This gives you more time and energy to focus on making the food you love and running your business. Outsourcing deliveries also means you’re saving on manpower. There’s no need to put a hiring process in place to hire extra staff. When you don’t have to manage a fleet of drivers, you can focus on training and up-skilling your current restaurant staff.
The challenges restaurants face with marketplaces
As we see, marketplaces bring great value, however, there are also some important issues that may have both a short- and long-term impact on your business. And you should be aware of them.
Food delivery platforms charge between 20–30% in commission fees — I know that from the statistics and because I co-owned one. In case the restaurant’s margin is not high enough, this means reduced or even negative profits. Definitely, you can raise prices for your menu items on marketplaces, but this price discrepancy may cause reputation issues and badly influence the competition.
So while switching focus to delivery during the pandemic was a way for many restaurants to stay alive, it may not be a sustainable long-term model if you’re working with marketplaces only.
Check Dely — automated e-commerce and delivery solutions for restaurants with almost no comission.
No control over the customers
Actually, the customers are not your customers — they are the marketplace customers. Thus you sacrifice control over your customer data and remarketing. This data belongs to third-party platforms, yet your business needs it to gain customer insights. With access to data, you can discover vital information, such as the average demographics of your customers, where most of them live, or what their favorite menu items are.
In addition, when a customer buys from an online marketplace, the marketplace earns their loyalty, not you and your brand. So at the end of the day, the cost of using online marketplaces is your relationship with your customers.
You are one of many
On a third-party food delivery platform, your restaurant will receive more visibility, but you can end up a small (and not that desired) fish in a large pond. Although customers have the option to search for various cuisines or specific businesses, standing out from competitors may be challenging. Moreover, there is minimal transparency regarding the criteria for how the marketplaces rank the restaurants within the app or the reasons why certain businesses are featured while others are lost among numerous competitors. Also, be aware of the price wars.
Ironically, the same platform meant to be your partner can sometimes hinder your success in online delivery and drive customers away. Food delivery marketplaces have increasingly invested in “dark kitchens,” dedicated spaces for preparing delivery-only meals located on the city outskirts where rent is cheaper. This development not only introduces new competitors with lower operating costs but also pushes the competitive environment beyond its previous limits.
Last, but not least. Be aware of the risk of getting suspended or banned from the platform, e.g. when customers are unhappy and/or their concerns are not responded to on time. So definitely you need a plan B.
The advantages of your own solution
Building your own direct-to-consumer (D2C) e-commerce channel is an alternate or additional model for food delivery. It means owning the ordering experience of your customers from start to finish, getting increased profits and having more control. This a smart move for long-term sustainability.
Using your own e-commerce platform results in significantly lower commissions (or no commissions at all if you buy the solution instead of renting it) for each order, allowing you to maintain healthier profit margins. Also, you’re either paying for an in-house delivery driver or working with a delivery partner and paying a fixed fee for the service. This commission fee model is not only fairer, but it’s also particularly advantageous for your biggest orders.
Selling through your own delivery channel means you control how your app or website looks and feels. You can use your brand colors, logo, font, and even your tone of voice. With that kind of hands-on control, you can easily update menus and photos and correct any issues in real-time. This helps you stand out from the competition and build a direct relationship with your customers.
A proprietary food delivery channel means you own and control your customer data. Through analyzing this data, you can tailor marketing offers to individual customers. You can offer specials, deals, or rewards based on past orders and help your customers feel cared for. These personalized experiences lead to enhanced brand loyalty and more business.
Dely.io allows you to create and manage customized promotions, discounts, and loyalty programs.
A hybrid solution to maximize sales and profit
And here the good news is coming — food delivery options don’t have to be an either-or choice. In fact, a hybrid or blended model can bring you the best of both worlds:
Leverage existing food delivery marketplaces to generate orders and quickly grow your reach.
Add and perfect a branded direct-to-consumer (D2C) delivery channel so you can harness direct orders at a lower cost to you while building brand loyalty.
By diversifying your approach, your business can grow sustainably. With this hybrid food delivery model, you capture a variety of customers and maximize your profits in the long run. Also, this means you always have a plan B.
Let’s move on to practical steps. If you’re considering setting up your own delivery channel, all it takes is several simple steps.
Find the right partner
First things first, choose your partner carefully. Today these e-commerce partners offer more than just a storefront; they come with all the trimmings too — robust reporting, social media integrations, SEO tools, and even ad integrations. A platform like Dely can help power all your food deliveries directly from your website. This allows you to focus on what you do best while leaving your delivery needs in the hands of a fast and reliable fleet of couriers. Set yourself up for success.
Encourage customers to order directly from your own channel
The good news is that 44% of customers prefer ordering directly from a restaurant’s website or mobile app, according to a survey conducted by digital ordering solution Tillster. All you have to do is make it easy (and pleasant) for them to do so. First, make sure your e-commerce channel looks and feels like your brand. Make it easy to use, and keep improving the customer ordering and delivery experience. Tweak the options and settings until the experience is as smooth as possible.
Do marketing and re-marketing. Keep customers truly yours
Consider various marketing and advertising opportunities, from print or digital ads to social media campaigns. Don’t forget traditional marketing strategies, either. Flyers and leaflets distributed in your area can go a long way. And then there’s the oldest trick in the book: satisfied customers lead to free advertising in the form of good, old-fashioned word of mouth. Also, set up re-marketing campaigns to keep your clients loyal to your solution.
As a conclusion
You don’t have to choose. Smoothly start or continue with marketplaces and your own channel — diversify and get the most out of both.
And one more thing. Try Dely.io which would allow you to have a comprehensive solution that is customizable and scalable to fit your needs. Sign up for a demo here or apply for a direct demo performed by the head of the product.