All hiring managers have faced it: a job opening that's impossible to fill. It might seem like a small problem at first, but those empty seats can quickly start costing your company big time—affecting productivity, team morale and your bottom line—ultimately leading to your business losing money. In Information Technology (IT), this issue is even more critical due to the high demand and limited supply of skilled professionals, who have an unemployment rate lower than most other professions.Here’s a valuable takeaway: contracting IT talent can save you money when compared with direct hiring. If a new hire doesn’t work out, replacing a salaried employee can cost between six to nine months of their annual salary. And for a C-suite role? That price tag hikes up to 213%!
Contracting with a staffing service like TriCom to fill open IT positions in a timely manner helps avoid these high costs. We offer flexible staffing solutions with a safety net: if a placement doesn’t work out, we’ll find a replacement at no extra cost. But before we dive into our solutions, let’s explore how unfilled roles impact your profitability and discuss strategies for filling IT vacancies effectively.
Ever notice how one missing team member can disrupt the entire organization? This often leads to burnout and frustration as others scramble to pick up the slack. In IT, this issue is even more pronounced because it's hard to find someone with the specialized skills needed to manage complex systems and solve specific problems. According to a Robert Half survey, 48% of tech workers report heightened burnout due to heavy workloads.
Google’s Project Aristotle found that psychological safety—where employees feel safe to take risks and be vulnerable—is essential for team success, driving both innovation and productivity. Without a full and productive IT workforce, employees don’t feel supported and struggle to thrive.
Customer satisfaction also takes a hit when a team is stretched too thin. Customers can sense when service levels drop, impacting their overall experience. Gallup’s survey of U.S. Fortune 500 companies revealed that 43% of employees and 30% of CHROs see staffing as the biggest barrier to delivering exceptional products and services, far surpassing issues like training or equipment. A well-staffed IT team maintains high standards, supports work-life balance and creates a dynamic work environment.
Unfilled roles can greatly impact your bottom line by reducing productivity. A recent report found that lost productivity costs U.S. businesses $1.8 trillion annually. When team members take on extra tasks, their efficiency drops, leading to slower project completion, missed deadlines and lost growth opportunities.
Replacing an associate employee can cost up to 16% of their annual salary. In customer-focused industries, any decline in service quality can hurt your business. Also, salary satisfaction has also dropped: only 15% of IT professionals were very satisfied with their pay last year, down from 20% the year before. IT managers should weigh whether the cost of inadequate pay is worth it.
Every vacant position affects your profitability and future success. Addressing these gaps promptly is a strategic investment in your company’s growth, helping you avoid financial losses and capitalize on business opportunities.
In today’s dynamic job market, managing open positions effectively is crucial for keeping your IT workforce productive and engaged. Here are some strategies to help you address this challenge:
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Focus on Company Culture Building a strong company culture is essential for attracting and retaining top IT talent. It’s about creating a workplace where employees feel valued, inspired and heard.IT staff want professional growth, a good work-life balance, recognition and supportive leadership. They also need exciting projects and adequate resources to stay engaged and productive. To build such a culture, promote a supportive work environment, offer competitive compensation and benefits and provide opportunities for professional growth and development. Celebrate achievements, both big and small, and give employees chances to enhance their skills. By doing so, you’re creating a community where both the company and its people benefit. |
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Predict Vacancies Before They Happen Have you found yourself scrambling to fill a position unexpectedly? It doesn’t have to be that way. Proactive workforce planning, combined with a strategic blend of full-time employees (FTEs) and contract IT staff, can make all the difference. By analyzing IT trends, monitoring employee turnover and assessing future business needs, you can anticipate potential gaps before they become urgent. Like a coach anticipating the next play, or a baseball team promoting a player from its farm club, this approach allows you to tap into the proven performance of contract staff when vacancies arise, ensuring your team remains strong and ready for any challenge. |
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Invest in Recruiters Let’s face it: the hiring process can be overwhelming. That’s where skilled IT recruiters come in. They’re your hiring allies, knowledgeable about the job market and adept at uncovering hidden talent. Partnering with proven recruiters or agencies streamlines hiring, making it more efficient and less stressful. A good recruiter not only helps you find the right fit but also ensures a smooth onboarding experience, setting the stage for success from day one. |
Addressing open IT positions is crucial for maintaining efficiency and safeguarding your company’s financial health. Unfilled roles can lead to increased workloads, reduced productivity and customer dissatisfaction—costly consequences that can impact your bottom line. Prioritizing these vacancies is an investment in your company’s success.
When deciding between direct hiring and using a staffing partner like TriCom, remember this: direct hiring might seem more cost-effective, but a bad IT hire can be expensive. Research shows that replacing an employee who leaves within the first year can cost up to 50% of their annual salary due to lost productivity, retraining a new employee and decreased team morale.
TriCom’s contract-to-hire approach helps mitigate these risks. You can assess candidates for fit and skills before committing to a full-time role, and, if the placement doesn't work out, it's our TriCom guarantee to find a replacement at no extra cost. This approach helps mitigate the risk of a bad hire, which can cost 30% to 150% of the employee's first-year salary, while offering a more economical alternative to direct hiring.
Ready to enhance your company culture and reduce open IT positions? Reach out to us to explore your options!