As an IT employee today, it’s likely that you get regular calls from companies or recruiters about possible jobs. After all, the IT unemployment rate remains low and more and more jobs are being created daily. This is all well and good if you’re in the market for a new job but what if you’re already at a role you like and another job opportunity presents itself? You may interview and ultimately get the job leading to your resignation at your current role. However, as talented IT professionals are hard to come by it might lead to your manager offering you more money, benefits or other perks to stay. This scenario is happening to IT professionals frequently these days leading to the question, “Should I take a counteroffer”?
We’re excited to announce that the latest results for our ELI customer and candidate survey are in! Semi-annually, Inavero administers the EdgeLink Loyalty Index (ELI). ELI measures EdgeLink’s Net Promoter Score and customer service performance directly from the customers and candidates we work with every day.
Being able to analyze our performance and making changes to improve service to our candidates and clients is the contributing factor to EdgeLink being awarded the 2014 Inavero Best of Staffing in Talent and Client Satisfaction. The candid, honest feedback we receive each quarter serves as the bedrock for continuously improving our service quality.
For those looking for additional information on this topic, we expand upon the idea of contractor or full-time employee in a new blog post available here.
It’s a great time to work in the IT industry. Unemployment in the technology market is down to 2.4%. IT salaries increased by 3.9% over 2015. There are more opportunities to work in a certain role, technology or with a specific company.
Another benefit to being an IT professional is the amount of contracting that happens in this industry. While contractors exist across many types of jobs, it’s extremely prevalent in technology. IT professionals get the choice of whether they want to work as an independent contractor or if they want to work full time for their employer. Continue reading
Building a successful IT department isn’t easy. Hours of job postings, resume weeding and interviewing are sure to pay off resulting in a hardworking, productive team. Once a team is in place, the hard work doesn’t stop there. The focus shifts and becomes less about getting employees and more about keeping them.
As the IT talent war wages on, companies are increasingly in danger of losing their talent to competitors or other IT shops. Losing valuable IT talent not only starts the recruiting process over again, it also costs budgetary dollars that could be used elsewhere. Retaining IT talent is no easy feat. It takes listening and effective communication to be able to make and keep employees happy. Below, we’ve identified 4 easy steps for IT leaders to implement. These steps will create a path to a retention plan and ultimately, keeping valuable employees.
On December 10, 3013, EdgeLink’s Managing Director and Founder, Jeff Miller, presented on a panel for the Technology Association of Oregon’s Technology Services Forum. The panel discussed “The Technical Services Talent Paradox: Solutions to the Talent Crunch.” Also on the panel were J.R. Storment from Cloudability and Claire Hernandez from HealthSparq.
The panel discussed hiring trends and best practices companies can utilize for recruitment and retention purposes in their organizations. In today’s market, when companies are looking for critical talent for their technical services positions, they are finding that recruiting is becoming a difficult undertaking. Not finding that perfect candidate with the right technical skills, combined with a strong business acumen can be inhibitive to achieving business objectives.