Denver’s recognition as a hotspot for IT professionals has helped keep our local market dynamic. Our average IT salary is at about $94,940 and many diverse technical professionals can find work for competitive wages.
Like the rest of the nation, we are also seeing a rise in contingent IT workers, a group that is becoming an evergreen part of the talent landscape.
What types of businesses are IT contractors in Denver the most valuable and which types of IT positions can expect the greatest demand? Continue reading
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
In today’s IT market, it’s getting harder and harder to find the technical talent you need to complete projects. Many managers have found that recruiting on their own isn’t doing the trick and have turned to an IT staffing provider. When partnering with a firm to help your hiring needs it’s important that you work with the right IT staffing partner. Doing so will help you successfully find high quality consultants for your open positions. Working with the wrong partner though, can leave your jobs sitting open for weeks on end, leaving your projects stalled.
Obviously, if you’re not getting your jobs filled, it’s probably time to switch IT staffing companies. But what are some other key traits that can clue you in that it’s time to switch? Check out our list below of four examples that will tell you it’s time to find a new partner: 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.
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