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.” [···]
The fact that cloud computing has so rapidly grown into an essential business tool is pretty much old news. But the challenge of strategizing, scaling and hiring for cloud based infrastructure, services, and platforms is an ongoing problem.
While cloud technologies have enabled businesses to achieve greater agility and focus on their core value propositions, these technologies affect and challenge businesses on a comprehensive level, across operations, functionality and deliverability. This is in part why DevOps has become integral to the conversation. In short, DevOps seeks to overcome the inefficiencies and disparity that occur when development and operations are separated; namely, by improving speed of delivery and quality of user experience. [···]
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. [···]
Cybersecurity is nothing new; businesses have been focused on protecting their data and systems from hackers for decades. The challenge in today’s digital ecosystem, however, is the impact of security vulnerabilities that emerge as companies adapt to an evolving array of transformative technologies. While this is challenging enough, you also have to factor in the changing motives and toolsets of hackers in today’s world versus those of ten or twenty years ago.
It’s a complex big picture, and it’s becoming increasingly clear that organizations which prioritize and implement a strong, holistic cybersecurity strategy are the ones that will gain competitive advantage in the marketplace. [···]
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? [···]