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. [···]
When it comes to cloud computing and CRM there is typically one name that comes to mind first, and for good reason. Salesforce is a behemoth in CRM, leading competitors by a large margin with its 19.7% market share. This dominance is owed not only to the impact of Salesforce tools on a business, but also to the fact that Salesforce is constantly looking ahead at technological advancements and improvements. It’s why Forbes has named Salesforce as one of the world’s most innovative companies six years in a row.
With so much advancement coming out of its San Francisco headquarters, it’s important for current and potential Salesforce users to take a look at what the most recent innovations mean, and to explore the future of Salesforce offerings. [···]
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. [···]
There is no doubt the superhighway of the internet has improved life for organizations the world over, but with each new innovation comes another avenue for a cyberattack to travel down. Vulnerabilities in cybersecurity are no longer just a concern, but a widespread epidemic. Last year data breaches rose a whopping 40%, with 37 million records exposed affecting every sector including the government, financial services, education, health, and businesses the world over.
The evolving role of tech leadership must focus on being proactive to avoid becoming another victim. Understanding the rapidly shifting landscape of cybersecurity threats can be difficult, but discovering vulnerabilities and closing them to attacks is essential for every organization now more than ever. [···]
Recruiting can be a delicate topic to bring up, especially among those in the tech sector. The field has obtained a negative reputation over the years, partly fostered by candidate misconception and partly as a result of inapt “shortcut” recruiting practices. It is frustrating for a candidate to put their trust in another to help them further their career only to be flooded with roles they are unsuited for, never get their calls returned, or feel like they are not a priority.
With the state of the job market already making it hard to find the perfect IT candidate, recruiters cannot afford adding to the stigma of their profession. Here are proven ways to reverse the trend in order to foster a healthy recruiter-candidate relationship that is fruitful for all parties. [···]
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. [···]
Starting a new job is an exciting time. You’ve already conquered the stress of how to land the job you want, and that’s a huge sigh of relief. Now, not only is a first paycheck in the near future, but it’s easy to feel so much positive potential as you approach the first day.
As the big day gets closer, it’s natural to become nervous and begin considering how you will fit into the company culture. You may have the skills to succeed, but will you get along with your peers in a new environment? A whopping 89% of hiring failures are due to poor cultural fit, which proves acing the process of blending into your new company culture is as important as acing the interview. Luckily, there are straightforward strategies to fit into a new job and adapt to a new workplace environment. [···]
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. [···]