Jeff Miller on the Technology Association of Oregon’s Technology Services Forum

 

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.

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2014 Technology Hiring Trends

As 2014 quickly approaches, many technology departments are starting to analyze their needs for the upcoming year. Technology hiring trends, strategies, projects and equipment needs are all important aspects to your department’s plans for 2014 and should be assessed and budgeted appropriately.  However, one of the most integral pieces to your 2014 IT plan will be the technical staff needed to complete all your goals.

In 2013, we experienced very low IT unemployment rates, saw the emergence of trends such as BYOD and Big Data and continued to move data into the cloud. Now as we come to the end of the year, unemployment in IT remains low and we can predict that consultants who have a hot skill set can anticipate very high demand for their services.  While this is great for consultants, it creates an issue for IT managers and directors looking to fill certain positions, thus creating a hiring competition between companies for the best talent.

Can you anticipate what skills will be in demand in 2014? A recent ComputerWorld survey and article highlights some of the most in demand IT skillsets.  We condensed our list of top 2014 Technology Hiring Trends listed below:

1.) Programming / Application Development

According to ComputerWorld, this set of skills will be the most in demand in 2014 with 49% of their survey respondents planning to hire developers next year.  Software Developers specifically, are in high demand and are experiencing only a 1.8% unemployment rate, according to the U.S. Bureau of Labor Statistics.  Be ready to immediately extend an offer if you find a good developer as they won’t be on the market for long.

 2.) Help Desk / Technical Support

The need for Help Desk and Tech Support positions is a great sign of the economic times.  Positions such as these are added when businesses experience growth and need to increase their technology infrastructure. Also adding to the demand of this role are the companies who once outsourced their Help Desk needs and are now bringing them back in house.  37% of ComputerWorld respondents plan to hire Help Desk professionals in 2014.

3.)   Project Management

Big projects lie on the 2014 horizon. 25% of ComputerWorld respondents said that they were planning to hire a Project Manager within the next 12 months. The demand for PM’s signals that IT departments are planning on implementing more IT related projects this year.

4.)   Database Administration

With the popularity and increasing need of “Big Data” administrators, DBA’s will be one of the more difficult positions to staff for in 2014. The Bureau of Labor Statistics reports DBA’s are experiencing a 1.3% unemployment rate and a 31% growth rate from 2010 – 2020.  24% of ComputerWorld respondents are looking to hire for this position. As the founder and CEO of Mondon, Michael Kirven states, “Oracle DBAs, data architects – these people stay on the market for about an hour until they’re hired.”

 5.)   Mobile 

As the use of mobile devices grows for both consumer and B2B audiences, so does the need for Mobile Apps Developers and Device Management professionals.  The demand for positions such as these is growing faster than IT professionals can update their skills and adapt.  In 2013, CareerBuilder ranked Mobile Application Developers from their Supply and Demand Portal. They ranked this position an 18, on a scale of 0 -100 (with 0 being the most difficult to hire), proving the increased challenge in hiring these professionals.  27% of ComputerWorld respondents are planning on hiring for this role.

6.)   Security

IT Security always has and will continue to remain one of the most important IT positions to any organization.  The increased use of the web and having many organizations moving mass amounts of data to the cloud, makes information security more critical than ever.  21% of ComputerWorld respondents said they are planning to hire for this skill in 2014.

This past year, IT managers and directors may have started to find it harder to recruit the talent they need to fill their open jobs.  As you read above, these technology hiring trends  are not going away and if anything, will only increase in 2014.  If you start experiencing this shortage more and more and find you’re just not seeing the talent you need, you might consider partnering with a trusted IT staffing company.  Partnering with an agency to help your recruiting efforts will allow you to spend time on other initiatives or recruiting other positions.

Looking for any of these positions in 2014?  Learn more about EdgeLink’s services here.

The Current State of the IT Candidate Market

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

Why Your Interview Process May Be Losing Top Talent

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

Bracing for Change in a Volatile Market

approaching stormThe 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