The IT hiring momentum that kicked off 2015 has yet to slow down, and in fact has been further boosted by the latest news from the White House; an announcement regarding a new initiative to help boost employment in the high-tech sector, with grants across the country, including Portland and Colorado.
This is creating a lot of movement in the tech industry and a lot of competition between companies that are hiring. If you’re planning to expand your current IT staff, the last thing you want is to be forced to hire for positions made empty by people leaving. Continue reading
This video introduces the panel and starts the discussion about reasons why people may (or may not) want to come work for your company.
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”?
Finding top IT talent in today’s market is no walk in the park. The unemployment rate in IT remains low at 3.5% (Dice.com) and less college graduates are picking technology as a major, shrinking the talent pool. However, the growth in IT projects and jobs has not slowed. In fact, the Bureau of Labor Statistics predicts employment in IT growing 3.9% annually over the next 10 years while all other industries average only a 1.3% annual growth. As a result of all this, professionals in charge of hiring IT talent are having a harder time finding the right people to fill their jobs. This makes the recruiting and hiring process that much more important. 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.