How to Take the Stress out of Project Staffing

A team can’t do a job if it doesn’t have the right skills or the right tools. When this happens, it’s your job as a hiring manager to find someone who can help turn the project around on a tight deadline. This can create undue stress and aggravation, but you can still find a way to right the ship before it sinks.

Finding the right person isn’t an easy process. It takes consideration, foresight, and skill. The right candidate has to be able to come into a new organization on short notice and complete his or her work with little training or explanation. There are many qualified professionals out there, but hiring the right one may take more time and effort than your organization can afford.

Fortunately, these four tips will reduce the likelihood of that happening. They’ll help you develop a set of project staffing processes that will work within your unique time and budget constraints. Read on to find out how you can find the right person for your needs.

Don’t Start without a Plan

You wouldn’t hire a full-time employee without understanding your needs and expectations. The same principle should apply to your project staffing efforts. In an ideal situation, you should anticipate when you will gain or lose employees and have a pool of possible candidates available.

Beyond knowing when to hire, you need to know who to hire. You may understand the logistics of the project at hand, but you need to think about how each candidate could harm or benefit the project. What skills do these workers bring to the table? Who is best suited to carry out the job under tight constraints? You need to be able to answer these questions before you start looking for an independent contractor.

Experience Is Important, But so Are Soft Skills

Experience is the most important factor to consider when you seek independent contractors. Freelance workers live and die based on their reputations. If multiple past employers have misgivings about a contractor, you would be foolish not to heed their warnings.

At the same time, one company’s MVP is another agency’s bad apple. Each organization has its own unique culture and values, so you need to account for that in your project staffing processes. Evaluate workers’ soft skills during interviews. If someone doesn’t communicate well throughout this process, they probably won’t perform any better when the pressure is on.

Emphasize Your Company’s Exciting Aspects

You can worry about finding the right worker until the cows come home, but it won’t matter if no one wants to come in for an interview. Applicants have to convince you that they can help solve your problems, but you also have to prove that your organization is worth helping. You know where your company’s strengths lie, so you need to point them out to candidates.

Does your office culture make you excited to come into work every day? Take promising candidates on a tour of your office so you can show it off. Do you have exciting projects on the horizon? Point them out during the interview. Does your agency offer room for growth, or professional development? All of these things can help steal top talent away from bigger companies. Don’t let these advantages pass unnoticed. Point them out.

Get Help from a Staffing Agency

Sometimes you can’t quite overcome the obstacles in front of you. This isn’t a failure on your part—it’s just a sign that you need outside help, and the right agency can help. They maintain networks of qualified, versatile professionals that can help you regardless of your project staffing needs.

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