Today we will explore the essentials of outstaffing: a strategic workforce solution for businesses seeking dedicated, independent teams for long-term projects. Let’s consider its benefits, best practices, and how it differs from staff augmentation staffing model.
Is there any difference between staff augmentation and outstaffing?
Yes, there is a difference between staff augmentation and outstaffing, though they are similar and often confused with each other. Both are models of workforce management used to supplement a company’s existing staff, but they differ in terms of management control, integration, and employment responsibilities. Here’s a breakdown of the key differences.
Control and Integration
Staff Augmentation: In this model, the augmented staff are integrated into the client’s existing team and work under the client’s management and supervision. They follow the client’s work processes, project management methodologies, and company culture. It’s like having temporary employees who are legally employed by a third-party vendor.
Outstaffing: In outstaffing, the staff are technically employed by a third-party service provider but work exclusively for the client. However, unlike staff augmentation, the outstaffed employees often work as a separate unit or team and might follow their own processes and methodologies. The client has less direct control over the day-to-day management of these employees.
Employment Responsibilities
Staff Augmentation: The augmented staff are on the payroll of the service provider, not the client. The service provider handles all employment responsibilities such as payroll, benefits, and HR issues.
Outstaffing: Similar to staff augmentation, in outstaffing, the service provider also manages employment responsibilities. However, the outstaffed employees often function more independently, and the client may have more influence over their work compared to staff augmentation.
Project Management
Staff Augmentation: Augmented staff typically integrate into the client’s existing project management structure and report directly to the client’s managers.
Outstaffing: The outstaffed team might be managed by a team lead or project manager from the service provider’s side, providing a layer of management between the client and the team.
Purpose and Use Cases
Staff Augmentation: Often used to fill specific skill gaps in a client’s team for a particular project or for a limited period.
Outstaffing: More commonly used for longer-term projects where a dedicated team is required, but the client prefers not to handle direct employment.
Differences between staff augmentation and outstaffing
The table provides a concise comparison of staff augmentation and outstaffing, highlighting the key differences in terms of control, integration, management, and employment aspects.
| Criteria | Staff Augmentation | Outstaffing |
|---|---|---|
| Control and Supervision | Direct control by the client; augmented staff work under the client’s management and integrate with the in-house team. | Less direct control; outstaffed employees often work as a separate unit, sometimes with their own management structure. |
| Integration with Internal Team | High integration; augmented staff blend into the client’s existing team and follow the client’s internal processes. | Lower integration; employees function more independently, possibly following different processes. |
| Employment Responsibilities | Handled by the service provider; the client does not manage payroll, benefits, or HR issues for augmented staff. | Also handled by the service provider, but the client may have more influence over the employees’ work. |
| Project Management | Augmented staff are usually managed directly by the client’s managers as part of the internal team. | Managed by a team lead or project manager from the outstaffing provider, creating a management layer between the client and the team. |
| Purpose and Use Cases | Ideal for filling specific skill gaps for particular projects or for a limited period. | Suited for longer-term projects where a dedicated, yet independent, team is required. |
| Employment Relationship | Temporary and project-specific; staff are employed by the provider for the duration of the assignment. | Often longer-term; employees are consistently a part of the provider’s workforce but dedicated to the client’s projects. |
In summary, while both models aim to extend a company’s workforce without traditional hiring, staff augmentation is more about integrating external talent directly into your existing team under your direct control, whereas outstaffing involves hiring a separate team that may operate more independently and is managed more by the service provider.
Distinguishing Recruitment Strategies: Staff Augmentation vs. Outstaffing
Recruiting operations in staff augmentation and outstaffing, while similar in their goal of sourcing external talent for specific needs, differ in several key aspects:
Scope of Recruitment
Staff Augmentation: The focus is on identifying individual professionals or small teams who can seamlessly integrate into the existing internal team. Recruitment efforts are often targeted towards finding specialists with specific skills to fill immediate and short-term gaps in the existing workforce.
Outstaffing: Recruitment is typically broader, aimed at forming an entire team that can operate semi-independently. This requires not only individual specialists but also potentially team leads or managers who can oversee the outstaffed team’s operations.
Recruitment Criteria
Staff Augmentation: Emphasizes finding candidates who not only have the required technical skills but also can fit into the company’s culture and work environment quickly. Soft skills and adaptability are often key criteria.
Outstaffing: While technical skills and experience are important, there might be a greater focus on the ability to work independently. Candidates may also be evaluated on their ability to collaborate remotely and function as part of a team that is separate from the client’s core team.
Duration and Flexibility
Staff Augmentation: Recruitment is often for short-term or project-based roles. This demands a flexible recruiting process that can quickly respond to changing project needs.
Outstaffing: Generally involves recruiting for longer-term engagements. This can afford a more deliberate recruitment process, focusing on building a stable and consistent team.
Integration with Client’s Processes
Staff Augmentation: Candidates are often expected to adapt to the client’s existing processes, tools, and methodologies. Therefore, familiarity with these or the ability to learn quickly can be important in recruitment.
Outstaffing: The outstaffed team may use their own methodologies or a mix of theirs and the client’s. This may require recruiting individuals who are versatile and can work within varied operational frameworks.
Employer Branding
Staff Augmentation: The service provider’s employer brand is crucial in attracting talent, but the nature of the client’s projects and the opportunity for professional growth are also significant selling points.
Outstaffing: The employer brand of the service provider plays a more dominant role since the employees will be working in a more autonomous environment, often under the provider’s banner.
Legal and Contractual Aspects
Staff Augmentation: Contracts are often flexible and short-term, with clear clauses on the duration of employment, roles, and responsibilities.
Outstaffing: Contracts may be more complex, encompassing long-term commitments and detailing the structure and governance of the outstaffed team.
In summary, while both staff augmentation and outstaffing involve recruiting external talent, staff augmentation focuses on quickly filling specific skill gaps and integrating professionals into an existing team, whereas outstaffing involves forming a more independent, cohesive team, often for longer-term projects.
