The job market has made a complete 180-degree turn in the past couple years. Following the collapse of the financial market in 2008, the IT job market was a very client-driven industry. Companies had halted hiring and were laying off permanent employees, while also stopping the onboarding of consultants and contractors. It was a challenging time for employees; since there was such a greater supply of candidates than demand, it was difficult finding an opportunity to join the workforce.
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Recruiting can be a time-consuming process. From posting the position, to screening resumes, setting up phone interviews, wrangling calendars to set-up in-person interviews, gathering feedback from the hiring team and finally (hopefully), making a decision to hire your next superstar. Then, the process starts all over again with the next position. More than likely, you are going through this process with multiple candidates for each open position.
Today, employee retention is a very critical issue in the workplace. In 2011, Deloitte released a study called “Talent Edge 2020: Building the Recovery Together: What Talent Expects and How Leaders are Responding.” In this study, research found that the majority of workers want to leave their jobs for better opportunities. However, 53 percent of those employees interested in leaving would reconsider if their employer improved their job advancement and promotion opportunities.
Recruiting is supposed to be about hiring great people to create more successful teams, rather than turning candidates into numbers and tracking resumes. In order to ensure your company is focusing on the heart of recruiting, it may be important to reinvent your recruiting and hiring process, moving from sourcing candidates to engaging candidates and, finally, closing candidates.
Since the IT sector’s unemployment is at its lowest in almost a decade, it is definitely a seller’s market for professionals with technology skills. However, it is more than merely hard-core technical skills and knowledge that will get job seekers far in IT departments. Though technical experience is incredibly necessary for any IT role, some of the most important indicators of a successful IT career have nothing to do with bytes, bits and coding.
Wade Burgess, LinkedIn’s Vice President of Talent Solutions stated at their Talent Connect Conference that, “Today, what differentiates an average company from a great company is talent. We are working to connect talent with opportunity at mass scale.”
2015 may be a year of continued IT talent success. According to Computerworld’s 2015 Forecast survey, 24 percent of respondents mentioned their companies are planning to add more IT talent to their ranks in the upcoming year, demonstrating the prospects for expansion are strong.
Specifically, the technical skills most sought after are those needed for companies in expansion mode, suggesting that organizations are continuing to invest in their IT infrastructures. Companies are working on large initiatives, therefore needing the best talent to complete the projects.
In the world of recruiting, today, peoplecasting is becoming more important than forecasting. A company can have a fantastic business strategy, but if you do not have the best people in place to build the products and services, it will not be able to be executed. The “War for Talent” is impacting companies all over the globe, with employee acquisition and talent retention being more important than before. A key to completing this puzzle is likely social media.
According to research, 89 percent of hiring failures can be attributed to poor cultural fit. Why is this important to keep in consideration? Each company’s cultures can be drastically different. The meaning of cultural fit can vary greatly between companies as well, whether it determines the clothes employees wear, what employees do in their free time or if employees will go out together after work.
Big things are to come this year in the world of IT Staff Augmentation. Check out these six IT staff augmentation trends for 2015.