Psychometric assessments are tools used to evaluate a candidate’s cognitive abilities, behavioural traits, and decision-making skills, helping organisations make more informed hiring and development decisions.

Many organisations face a challenge when it comes to understanding resourcing models, especially as project demands, internal capabilities, and strategic goals evolve. Choosing between models like resource augmentation, managed outcomes, and permanently embedded teams isn't always straightforward as each offers distinct advantages and trade-offs in areas such as cost, control, scalability, and cultural alignment.

Resource augmentation is not a one-size-fits-all solution. It is not intended for long-term talent acquisition or fulfilling tasks better served by full-time, core staff. This model is most effective when used to address temporary surges in workload, access niche talent, or accelerate project delivery. Download this infographic to get a clear overview of resource augmentation.

Building high-performing teams is a must for thriving in dynamic and uncertain environments. Rather than hiring solely based on technical expertise, organisations are encouraged to seek individuals with curiosity, adaptability, and a growth mindset.

Organisations face a range of options when it comes to sourcing talent and delivering technology solutions, each with distinct advantages and trade-offs. Common primary resourcing models offer different approaches to meeting business needs.

Today’s business environment demands the ability to scale talent up or down as needed with precision, speed, and agility. Increasingly, hiring managers are turning to resource augmentation as the go-to staffing model for high-value projects due to the flexibility it offers while being able to attract highly skilled talent and retain control of the project.