What is the current state of the US job market? It’s a common question and a topic for much heated debate. While the nation braces for the effects of the latter half of the fiscal cliff, pending tax increases, and the looming debt ceiling issue, employment uncertainty is unfortunately a consistent cause for concern. Recent financial reports show that housing, manufacturing and the auto markets are starting to pick up, providing a glimmer of hope in a market that’s been otherwise dismal. With so much attention on national tax, job, and financial issues, what is the effect on the IT job seeker? What’s the current state of the IT market for the IT candidate? Continue reading
Finding top talent these days can be an arduous task, one which has many recruiters scratching their heads in frustration. From the mountains of resumes pouring in from online sources to the inundation of unsolicited social media invitations, hiring top talent has become more difficult than ever. Finding the right candidate is one thing, but bringing them through the interview process and hiring them is quite another. For too many companies, the interview process itself may be losing top talent.
According to the US Labor Department, nearly 4.8 million Americans have been out of work for 27 weeks or more, three times as many as in late 2007. The typical unemployed worker has been jobless for an average of 38 weeks, compared with just 17 weeks before the recession. With the job market obstinately tight, recruiters are challenged to find the right candidate amongst the overabundance of the unemployed. Once the ideal candidate has been identified, the process of interviewing and hiring that individual may inadvertently turn them away. Continue reading
The labor market is experiencing a changing dynamic not seen in well over a decade. While the nation stalls in its recovery, barely avoiding the infamous fiscal cliff, the IT staffing industry seems to be thriving under these unique circumstances. Global economics and politics have come together to create a sustaining need for “green” technology solutions, cloud computing, mobile technology, and healthcare information technology. These unique verticals fuel the IT staffing industry’s current position, but at the same time present unprecedented market volatility.
Back in the late 1990’s during the dot.com era, staffing firms needed to hone in on specific skill sets that could be marketable within this environment. Web developers and designers were hot commodities during this time. With the Y2K conundrum looming, mainframe developers experienced resurgence and commanded hefty sums for their expertise. Marketability was defined by a technological skill set and recruiters needed to only scan a resume to determine whether or not a candidate had experience with the right acronyms. As technology and demand have changed, the current IT staffing industry has grown a unique complexity of skill and industry expertise. Continue reading
There is no better feeling for our team than the exhilaration derived from discovering an open consulting requisition from a client, especially if it’s a foot-in-the-door to bigger things. The euphoria can quickly turn into frustration and desperation if the right candidate isn’t discovered in a timely manner. Knowing our competition is hot on our heels to fill the same requirement adds even more stress to the situation, and may sway our competition to force a square peg into a round hole by presenting candidates who may not truly be a fit. At EdgeLink, we believe that there are ways to add value to the relationship even if the open position is difficult to fill. Here’s how… Continue reading
Last week, I discussed the challenge of hiring in a tight market and why waiting to make a decision may be the right strategy. However, there are always opposing sides of each argument, and in this case, we see that there are also very compelling reasons to move quickly in a tight market, when the right candidate surfaces.
As in every case, it’s very important to remain selective and to stick to your guns when looking to retain top talent. However, there is a point at which a decision should be made, and pulling the trigger at the right time may avoid a number of unforeseen downstream obstacles. Continue reading