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.” [···]
It’s a trend affecting every industry and sector: the generational shift that is occurring as Millennials increasingly outnumber Gen-Xers and Baby Boomers is a complex topic that cannot be ignored. From marketing to healthcare, from financial services to, of course, technology, this paradigm shift requires serious evaluation of process, engagement, and communication.
Perhaps more complex than any of those, though, is the matter of overcoming the challenges of generation gaps in the workplace. Hiring, engaging, and retaining a staff of talented individuals in a way that successfully spans the generations is essential to any growing business. [···]
We’ve all been there. Whether you’re an HR manager, department manager, or team leader, the moment an employee comes to you to tell you they’re leaving, you get that sinking feeling. It’s a sensation tinged with sadness, regret, stress, and overwhelm.
One of your first thoughts is likely about how to replace them. The looming increase in workload and decrease in employee morale hang like storm clouds in the office, and you quickly get preoccupied with the challenge of recruiting in a high demand market.
The last thing on your mind is arranging a time to sit down with the employee who’s quitting to pick his or her brain about their experience with your company. In fact, it’s pretty easy to get cynical and wonder if an exit interview is even worth your time at all. [···]
The world is getting smaller. Globalization is the big buzzword in the business world, and it’s fueled primarily by technology. The consequences are vast, changing how we interact, invest, and trade.
It’s also changing how we hire. Companies are becoming more receptive to opening office locations on a global scale, and international mergers and acquisitions are also increasingly prevalent. But international staffing appears to be a challenge. Language barriers and cultural differences can be intimidating, putting many companies and even many staffing firms at a perceived disadvantage.
But what if it was easier than they thought? What’s the key to successful international staffing? [···]
Put yourself for a second in the nightmare mindset of a high schooler who’s about to start a new school in a new town. Where to go, who to sit with, what are the cool kids are doing after school… these are cringe-worthy questions even decades after the fact.
No, this isn’t high school anymore; we’re all (mostly) grown-ups here with real world experience and growing resumes. However, the deeply human desire to fit in remains. And it’s much more pivotal to workplace productivity than you might imagine. [···]
Tech unemployment is reaching all-time lows across the nation, which is excellent news except for the fact that demand for top IT pros is at an all-time high.
That’s a recipe for an increasingly competitive market. This is a challenge not only for companies that have actively open tech positions, but also those companies whose IT professionals might be tempted by this lucrative market.
In either circumstance, though, the effort toward retaining top tech talent needs to come before hiring initiatives. When an organization reverses these strategies, turnover is rarely improved and the company gets stuck in the hiring cycle perpetually. Their rationale is often a problem with metrics; retention programs can often feel intangible, and success is hard to measure. But have they considered all the options?
Clearly the importance of soft skills is not a new concept. However, as our current digital age progresses, the requirement of in-person human interaction continues to decline. Given this reality, it makes sense that the balance between soft skills and technical skills is an essential consideration in the hiring process.
The Importance of Balancing Soft Skills with Technical Skills
This concept is important for two specific reasons. First, by ensuring a candidate has a wealth of soft skills (i.e. a positive attitude, self-motivation, great communication, etc.) in addition to his or her technical expertise, you’re gaining a team member who can positively impact your company while also getting the job done.
Secondly, it’s a great measurement tool to ensure you’re making the right decision when choosing an IT staffing firm. Whether you’re in search of just one or two direct hire candidates a year or 20 contingent IT workers a month, your staffing vendor needs to be aware of how their candidates blend into your organization. [···]
It’s no secret that the demand for top IT talent is skyrocketing right now. The challenge is in finding the supply of qualified professionals to fill that demand. As competition for top talent increases and candidates are beginning to see multiple job offers at once, the thought of recruiting and hiring may be overwhelming.
Whether you’re experiencing rapid growth or natural turnover, at some point you may come to the decision that using a staffing firm is worth the investment to help you recruit the talent you need. If that’s the case, make sure you avoid these top three mistakes many companies make when choosing an IT staffing firm.