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. [···]
Here’s a number that makes many of our clients nervous: According to Dice, the average number of days a job vacancy stays open has been steadily increasing, at a near peak of 28.1 days. Leaving a position open for almost a month during the search for the right candidate is a recipe for lost productivity, decreased employee morale, and increased stress. It’s why so many companies are focused on retaining top tech talent, with the goal of avoiding that reality in the first place. It’s a goal that we believe starts with a strong employee appreciation strategy. [···]
We’re no stranger to the fact that the demand for IT talent is severely outpacing supply. Tech unemployment continues to hover at an all-time low, making for an extremely competitive environment. In order to stay ahead, organizations need to understand the complexities behind these trends. In particular, we believe it’s important to comprehend how consumer tech trends are impacting IT employment demand.
The World Economic Forum recently made a powerful observation that should really open business leader’s eyes, no matter what industry they’re in: “We are today on the cusp of a Fourth Industrial Revolution. Developments in previously disjointed fields such as artificial intelligence and machine learning, robotics, nanotechnology, 3D printing and genetics and biotechnology are all building on and amplifying one another… The talent to manage, shape and lead the changes underway will be in short supply unless we take action today to develop it.” [···]