Not many of us are very comfortable with change. It’s human nature. We like stability, predictability. But when that comfort zone settles around a job we’ve lost our passion for, it’s time to face the possibility of moving on.
Skyrocketing demand for IT talent is pervading the lives of even the most settled technology professionals, so it’s not all together unlikely that you’ve entertained the thought of quitting for a more tempting offer. But with opportunity inherently comes risk. How can you be sure that this is the right move to make? An opportunity that looks appealing from the outside may or may not be what you expected; after all, comfort zones exist for a reason – you don’t want to jeopardize your career just because you’ve had a rough week at work.
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?
It’s no secret that the tech industry is experiencing a boom greater even than the dot-com era. With ongoing consumer demand, shifting business landscapes, and an increasing need for airtight cybersecurity, the supply of top tech talent is growing but seemingly not fast enough.
Companies are getting competitive in their hiring. If you’ve set the ball rolling by applying to a handful of positions and performing well in a handful of tech interviews, it’s likely you’ll see at least a couple of separate job offers.
It might be tempting to make a rash decision to accept whichever offer comes with the highest price tag and put a little extra cash in your pockets. But realistically you know that all the money in the world can’t make a miserable job any happier.
Once you’re past that initial temptation though, the reality of deciding between multiple job offers may be overwhelming. How do you decide? [···]
Let’s face the truth: these days in the tech world, talent is in high demand, but just having the technical skills is not enough to land the job. In today’s collaborative work environment, many teams are geographically and culturally diverse. Your future co-workers also have diverse technical skills that will overlap yours. Technology is ever evolving and while you may know Jira today, in a few months you may need to learn Bamboo, Hudson or Jenkins for Continuous Integration.
You’re probably well aware of your level of expertise, and you can expect common IT interview questions to drill into that knowledge. Sure, you may need to brush up on some of the more obscure tech skills, but if you can confidently walk your talk, then chances are you won’t be shocked by any outlier technical questions.
However, simply proving your knowledge may not be enough, especially when the next ten candidates in line have the same skills. So what differentiates you as the front runner for your next great career opportunity?
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.