Differences between Software Factory and Own Developers

One of the main uncertainties that business development managers have is whether to develop the necessary software for the company with its own equipment or outsource the development.   Here are 10 questions that, depending on the answer, can help you make the right choice:  

 1. Are there enough development needs in your company to justify a development area? If the answer is, you do not have to evaluate the financial cost involved in the compensation of your employees when you do not need them.

 2. Do you currently solve with an engineer who does all your programs? What happens if that person migrates from work? Or sick? It is an unacceptable risk that puts the entire business at risk depending on an individual or a couple of them. 

3. Is the technology area the core of your business or a business support area? If technology is your core, you should think that being a strategic one, this function resides internally, but if the systems area only supports the business, there may be very competitive options in price and quality in the market that you should evaluate.

 4. Do you have the necessary functional analysis, development and Q&A specialists in your company? Efficiency in system development based on industry best practices suggests that your functions are clearly defined. It has been known for years that the one who does not control, if you do not have the capacity to have all the necessary roles is a good time to outsource.

5. Are your software updated technologically speaking? Supporting obsolete software technologically speaking can be much more expensive and risky to maintain, precisely because of the shortage of professionals who want to continue with these outdated technologies. Or you change all your equipment at a high cost or outsource the development.

 6. Are your methodologies current? If you are still using outdated methodologies such as Waterfall, it is a good time for you to look for an external provider that dominates Scrum to give agility to your area and that can accompany the needs of the business. 

7. Would applications be necessary for your business? If your business requires the development of Apps for its commercials and its customers and your people do not know the necessary technologies to do it, it is a good time to evaluate the Software Factory model. 

8. Is your business so specific that you used up existing solutions in the market? We always have the tendency to believe ourselves unique in the market, but this in 90% of cases is a fallacy. If your business is not from a specific and sophisticated niche, you will most likely find in the market solutions that with small adjustments can serve your business.

 9. Does size matter? In past times the power of a manager is mediated by the number of employees in his area, currently what is valued in companies is operational efficiency and support to the areas that generate economic resources. Large teams are large expenses and financial costs growing every month for potential workers’ compensation.

 10. What does the CFO think? At present, the man of finance tries by all means that the ROI is adequate, outsourcing the development implies passing that budget to OPEX. Talk to your financier and you will see how happy you are with that strategy.   

  As you can see there are ways to evaluate whether it is convenient to develop with your own team or outsource your developments with a software factory, that depends on you. However, it would be wise to know that the other managers or directors are looking at your management and not using the current optimization tools not only your area but your position is in danger.

How to Hire Top Tech Talent

Revamp your hiring process and execute new recruitment strategies to get the top tech talent. Here’s how…

The tech industry is struggling to get the best candidates on the board. 

The reason is pretty simple—job seekers in this sector are getting jobs easily, that’s too with their desired packages.

How to Hire Top Tech Talent

Sometimes, the job applicants shop around until they find the company offering them handsome salaries. 

This has made things challenging for the recruiters. They are required to know what tech pros are looking for and how to offer that. After all, the IT sector is a job applicant’s market. 

If you haven’t found a top tech talent yet, you need to revamp your hiring strategy and look for ways to your job posting compelling to the best candidates. 

Here’s how you can attract top tech talents:

Work Over the Job Descriptions:

This is the first thing an applicant reads in your job classified. 

However, not all job titles or descriptions are appealing. Therefore, you need to create the one that explains their role clearly in the company. 

The inputs can be taken from your current employees. They are likely to bring a different perspective to the table. They are familiar with the possible challenges with jargoned or unique job titles and can suggest some trendy ones that may be successful. 

Make the Description Mobile Responsive:

HR Digital Tech has found that nearly 90% of job seekers use their mobile devices to search for jobs. And nearly all of them assume that mobile compatibility is important to how the job search is performed. Therefore, make sure to optimize your descriptions for mobile devices. 

Provide Feedback to the Failed Candidates:

Most recruiters are likely to focus on the applicants that make to the other interview stages and skip giving feedback to those who haven’t. This leads to a poor experience among job candidates. Maybe it prevents them from referring to others who might be the one you are looking for. 

You can prevent this by creating follow-ups and rejection emails as a compulsory part of the process. For example, you can send rejection emails with a brief explanation to those who haven’t been shortlisted. 

Make Your Presence Felt in the Local Tech Scenario:

Another great way to attract top tech talents is to take part in conferences, meet-ups, and seminars. Or you can organize such events. These things will help you connect with talented people. 

Turn Your Marketing into a Recruiting Tool:

The basic role of marketing is to win over new customers. However, it can be used to encourage people to develop their career with you. A local company can raise awareness in their area. If you can’t afford a local advertisement, try promoting the fact that you’re open for hire. It will help you establish your company as a great place to work. 

Use Your Local Network:

Tech companies’ social circle is composed of people working in the IT sector. Use these personal contacts to bring in talents to your company. And the favor can be repaid when your friends need help. You can also refer “unsuited” candidates to other companies where they can be a great fit. 

These tips will support your hiring process to get the top tech talents. What do you think? Please let us know by commenting below! 

Who is Digital Marketing for?

There are many myths about digital marketing, for example, that it is highly sophisticated or that it is too expensive and is only for big companies. I can assure you today that these myths are false, but what specifically is digital marketing?

Digital marketing are communication strategies transferred to digital platforms with three fundamental objectives:

– Validate a Brand.

– Position a Brand.

– Generate qualified prospects for a business.

When entrepreneurs, directors and anyone have a more specific vision of what they can achieve with digital marketing strategies is when they begin to tear down many myths, and then, what is the next step?

The first step is to make a self-diagnosis through simple questions: Could my company use any of these 3 points: validate, position and generate value? Another important question would be: Can I improve the way I am communicating the advantages and benefits of my brand? And one last: is my competition present on digital platforms? If you answered YES, the next step is to make a Digital Marketing plan with a company specialized in the field.

Speaking of myths, a phrase attributed to Bill Gates “Content is king” was coined a few years ago, that is, “Content is king”, basically refers to the fact that “relevant content” is Internet that can be registered for a while in the psyche of people. How does this apply to your company and business? That today 80% of its content should focus on informing, educating and adding value to its audience and the remaining 20% ​​to offer.

There are two maxims that if you are in Sales, Marketing, are an entrepreneur or entrepreneur, it would be useful to validate on your own:

“People don’t like to be sold, they like to buy”

“On internet you do not sell to a person, you sell to a circumstance”

Leave me your comments

Abraham Chavez

abraham.chavez@tbs4latam.com

“TTHH of IT the Achilles heel of companies” is locked TTHH of IT the Achilles heel of companies

Good morning, my name is Marcelo Arrabal, I am a Systems Analyst and 32 years ago I work in the information technology business.

I started at the end of the 80s selling XT personal computers in Argentina and Chile, when even in companies they used electronic typewriters in the best case. At that time it was sold with a course of use included so that users could use Wordperfect and Lotus123 in their daily chores.

At the beginning of the 90s we developed programs, in an almost artisanal way, software in Pascal, Basic and Clipper for companies that making an effort could incorporate in the best case a network of computers linked by Novel where they could share files and information of their systems.

The IT professionals who dedicated ourselves to networks, for the most part, weren’t more than 25 years old. The elders still worked in the world of mainframes and looked sideways at this fledgling world of personal computers that began to gain marketshare year after year. Over time the demand for services, software and full-time professionals grew quadratically and then began a phenomenon of scarcity that has suffered from the market for 20 years.

During the last two decades I have had the opportunity to collaborate in commercial, managerial and managerial positions in multinational companies such as HP, Asyst South America and Algar Tech.

My worst mistake in the world of Search and Selection of IT Professionals has been to think that all generations have the same values, beliefs and paradigms, something that is far from reality. And my greatest success is to expand my candidate base at the regional level because with the remote connections the vast majority of IT services can be provided remotely. Those successes and mistakes led me to expand my geographic and mental horizons.

We have all been able to observe the exponential development of the demand for information professionals in the different areas of the industry plus the low level of IT career professionals has uneven in this way the supply / demand relationship that has transformed these Professionals in a scarce good.

Marcelo Arrabal

marcelo.arrabal@tbs4latam.com