Curious how the best jobseekers get the jobs they want?
As a jobseeker, you’re in a unique position in the current IT business landscape.
The demand for top tech talent is high. And, fortunately for you, the supply – depending on your particular skill set – falls considerably short of the need.
And yet, chances are slim that you’re the solo candidate every company has been drooling over. In reality, you’re probably up against some significant competition in landing the tech job of your dreams.
But beating out the competition isn’t as simple as having an outstanding resume or memorable interview. It’s a full lifecycle process from the moment the job search begins to the first days in the new job. [···]
Even if you’re not aspiring for a spot in the C-suite, professional development is likely a major value in your career. It’s how you prove yourself worthy of promotion, of salary raises, and of increased responsibility. It’s also how you stay mentally stimulated and adaptive to the rapid pace of technical evolution.
And if you’re a Millennial, this is especially true. Studies show that one of the key motivators in a Millennial’s career is professional development; they want continuous learning and growth opportunities, and, furthermore, they believe their employers should be providing that.
Does that sound like you? If so, you can imagine how frustrating it would be to find that your employer doesn’t offer professional development opportunities. If that’s all too familiar of a situation, here’s what you can do. [···]
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. [···]
If you’re not getting much response from the job boards, we have some good news for you. Recent studies show that the massive majority of people find a new job through networking, with less than 10% finding success through job ads. The potential downside to this data, however, is the fact that networking your way to a new job takes a little bit more strategy than simply sending your resume off in response to job ads. We’re not going to pretend there’s some quick and easy way to succeed in using LinkedIn to find an IT job. But we do have some best practices that will give you the upper hand. [···]
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 job burnout. For 20 years, we’ve watched IT professionals walk out on their old jobs because of pure exhaustion. They were sick of being workaholics in order to meet urgent deadlines, gain more recognition, and climb the ladder. Work-life balance in IT was non-existent.
For all the roles in the business world, IT in particular seems to find this problem. Innovation is ceaseless, and technology is the backbone of every company. From software engineers and data architects to network administrators and tech support, every drop of sweat and blood seems to pour into projects and initiatives until employees are left dry. [···]
We’ll be completely honest: We know that the recruitment field often gets a bad rep. It’s an industry shared equally by dinosaurs, start-ups, and every company in between, which means best practices and company culture vary wildly. You might have heard horror stories, but we can guarantee there’s an equal if not greater number of stories of high reward and great impact.
At CyberSearch, we’re running away fast from the “used car salesman” stereotype some recruiters have gained, in order to craft a job opportunity that truly appeals to people. Is recruiting as a career the right path for you? [···]