Another significant advantage of growing specialists is that your form an employee pool for unexpected circumstances. Once a project suddenly needs an additional engineer, you already have people to choose from. This is a sort of business insurance. On the contrary, when there is no such reserve, then you have to hire, look for someone in the market. And this imposes additional risks, and of course time costs. At Solvd, we give preference to training junior engineers rather than hiring them, however, we remain flexible and if the situation requires it (a rare technology stack on a project, for example), then we can look for a person in the market.
The specificity of outsourcing is working with a very large number of technologies. You can say how many projects – so many technologies and it will almost be true. And when a company sees an increase in demand in a particular area, then training resources can be used to meet that demand. How? For example, if there are a lot of applications for test integrations with Salesforce, then you can add this topic into the current QA training program so that students study it. In a relatively short period of time, your company will receive specialists who are familiar with the desired field. Thus, you kill two birds with one stone: you increase the chances of recruits becoming in demand on the project and satisfy the demand.