So you’ve beat out the competition’s offers and recruited a top tech candidate. Game over, right? Not necessarily. Your onboarding process will have a significant impact on the retention and engagement of that employee. At a time when 86% of new hires decide their future with a company within the first six months, proper onboarding is key to retaining talent and preventing negative employee personalities from developing. Closely tied to the longevity of a business, here are ways to make the most of onboarding IT talent. [···]
Today’s tech arena is a widely-varying cornucopia of cutting-edge jobs and responsibilities that barely even existed ten years ago. The immense power that new technology can grant a business explains these jobs’ rise to stardom. In particular, knowledge in the specialty areas of applications, security, data, and the cloud are drawing the highest demand, with hiring managers using expanded budgets to secure this talent. With this in mind, let’s take a look at 2017’s highest paying IT jobs. [···]
With the explosion of information pouring into companies’ servers and data warehouses in recent years, the enormous power that big data holds is unquestionable among executives. Studies indicate that even though 97% of business leaders use data analytics, only 19% are very satisfied with the insights they deliver. While several factors may contribute to this dissatisfaction, none are as profound as the talent problem plaguing the tech industry.
While finding the perfect IT candidate is difficult in general, when it comes to big data specialists the talent shortage is even more pronounced. In order to solve the big data talent shortage, organizations must first ask themselves four important questions. [···]
Making the business decision to migrate data and applications to the cloud, either from your physical site for the first time or from one cloud environment to another, is a crucial task to execute correctly. In order to avoid compromising sensitive enterprise information, you need the best talent on your side to guarantee that the process is conducted successfully.
The IT talent shortage is especially prevalent when seeking cloud expertise. Knowing you can’t just hire the first person you interview to get it over with, due diligence must be taken. Look for and consider the following traits and areas in order to find the best talent for your cloud migration project. [···]
Just when organizations have finally gotten comfortable designing tech for Millennials and hiring them, it’s already time to focus on the next generation and how they will affect the tech industry. Generation Z are those born in the mid 1990’s through the mid 2000’s, and they actually outnumber Millennials in America with over 60 million enjoying technology and entering the workforce.
As the first true digital natives, their impact cannot be underestimated. Here is how the tech industry must adapt to Generation Z. [···]
No matter how many exemplary employees an IT manager oversees, there always seems to be at least one difficult worker in the mix. Perhaps they are able to fulfill their duties, yet somehow they still manage to be problematic.
They may fall into one of the most common types of difficult employees such as “The Ghost” who is never around, or “The Hisser” who becomes a bully when provoked. Even if an employee has their own unique blend of difficult personality traits outside of the common types, there are still steps you as a manager can take to manage them and prevent future negative personalities from growing under your watch. [···]
Once upon a time, the sole purpose of a company’s IT department was to keep servers running, eliminate computer viruses, and deliver desktop support. But while these tasks are still critical in day-to-day business, the role of the IT department and its leaders has grown significantly. And if this evolving role of tech leadership isn’t fulfilled and leveraged within an organization, the company will always be one step behind its competition.
As an IT staffing firm that sources and recruits savvy tech pros, we’re seeing evidence of this shift every day. Simply put, the role of IT in today’s business landscape calls for a much more strategic approach. [···]
We remain convinced that the perfect IT candidate is extremely difficult to find – not to mention recruit. But the reasons behind this predicament are arguable. In particular, many experts in the industry blame a tech talent shortage, but this compelling argument is often met with strongly opposing views. We decided to take a deeper look to determine whether the proposed IT talent shortage is fact or fiction. (If you want to know why we even care, skip to the end!)
Hopefully, you’re not experiencing what so many other employers are finding right now, which is an average of 28 days to fill an open position. But if you are, it’s likely you’re chasing down a dream candidate who doesn’t actually exist – or, at least, doesn’t exist in large quantities. Sorry to break it to you; we know it can be a tough pill to swallow. But the truth is, if your list of required skills, experience and qualities resembles the average family’s weekly grocery list, then you’re in trouble. Below, we look at why it’s so hard to find the perfect IT candidate. [···]
Did you read about the new study that suggests, contrary to well-known clichés, that money can in fact buy happiness? The results show that when people spend money on things that align with their personality traits and values, their happiness appears to increase in correlation. It’s a fascinating hypothesis, but it has some major implications on companies’ hiring and retention strategies. In particular, we want to know if compensation is enough to retain top talent. [···]