You’re interviewing for your dream job, and everything has been smooth sailing so far. You nailed the first interview, and you’re anxious and excited to meet the rest of the team. Your phone rings, and it’s the recruiter who initially contacted you about the position. He has great news - you’re the top candidate so far, and he is calling to schedule your final interview!Read More
I have been recruiting for about eight years. When I first started, the first generation iPhone was about to be introduced, the housing market had just crashed, and Britney Spears was still relevant.
Alot has changed since then. We live in a time where technology and trends evolve faster than you can blink. So why wouldn’t the art of digital/technical recruiting evolve with them? I’m not reinventing the wheel here and doubt very seriously that this blog will end up in any history books, but here are a few predictions to ponder for 2015.
I’m fresh off the plane from LinkedIn's Talent Connect event in San Francisco, and am trying to put into words how I feel about the overall experience. Here are the highlights: San Francisco was beautiful, the Giants were going to the World Series, the weather was pleasant and the fog was minimal…what’s not to like?
But if you're looking for more specific details or are maybe interested in attending the event next year, here’s my report card for the event
The scenario typically plays out something like this: you’ve accepted a new job at a different company, and when you head into your manager’s office to resign, he or she offers you a higher salary if you agree to stay put.
We recruiters call this the dreaded “counteroffer,” and it’s fairly common across all industries and employment levels. Although it may be tempting to accept a higher salary instead of changing positions as planned, I strongly discourage candidates from accepting counteroffers for several reasons:
IT candidates these days find themselves inundated with calls and emails from recruiters in a staffing market that is increasingly oversaturated. When a recruiter asks you to meet in person, it’s tempting to wince at the thought. But here are three reasons why meeting a recruiter live is worthwhile.Read More
We recently interviewed Anne Falatko, our EVP of Recruiting, about the best way to approach an IT consulting career in today’s always-evolving digital marketplace. Consultants often struggle with whether to develop themselves as “experts” at one specific skill, or become widely competent at multiple skillsets.Read More
On a last-minute whim, I recently had the chance to attend recruitDC—a local recruiting event with some significant fanfare and followers.
Why, as a marketing professional, would I want to attend such an event? Because marketers are all about the customer and employee experience, and this was an opportunity for me to learn more about our recruiting engine. After all, our business is heavily reliant on recruiting top tech talent and putting them in front of our most valued customers.
I’ve reviewed tens of thousands of resumes over the course of my 15-year recruiting career. During my tenure as both a staffing recruiter and a hiring manager and now in my position as a Corporate Recruiter, I receive an average of 40 resumes per day.
To swiftly separate strong candidates from the pack and help Celerity source top talent for our consulting teams, I have to quickly determine which applicants meet the minimum level of qualifications for an open role. If you’re currently job searching and want a recruiter to pay special attention to your resume, here are some basic “Do’s and Don’ts” that will help your resume rise to the top of the pile.Read More
Turnover is expensive and painful for businesses of any size, but especially so when it comes to losing IT employees. In some of our other posts about the trends affecting America’s IT climate, we’ve touched on how increasing IT spending across the board (which drives higher demand for IT talent)—coupled with a short supply of available, qualified people—has resulted in a candidate’s market for IT specialists. This is especially true for those with the rare combination of technical skills, collaborative spirit, and the drive to conquer the next big challenge.Read More
Never have there been as many IT-enabled initiatives capable of actually increasing revenue as there are now. So it makes sense that IT spending overall is skyrocketing, as companies compete to keep up with this wave of innovation and opportunity. Worldwide IT spending is projected to total $3.7 trillion in 2013, a 4.2 percent increase from 2012 spending of $3.6 trillion, according to the latest forecast by Gartner, Inc. And according to CIO Research's recent Tech Priorities survey, 48 percent of top IT executives indicated they expect to increase spending this year.
Now that baby boomers are retiring, it’s up to a new pool of young talent to break into the workforce and fill in the gaps. And the gaps are the widest in the IT industry.
The problem is, as the demand for IT talent accelerates, the supply is decreasing. A recent IDC report sponsored by Microsoft Corp. showed 1.7 million cloud-related IT jobs went unfilled last year—and the number of available cloud positions will swell 26% per year to about seven million by 2015.
In the past, the widespread subcontracting of IT Talent was driven by cost reductions—but today, it’s more and more driven by what Harvard Business Review calls the impending “Age of Hyperspecialization.” As we learned in 1776 from Adam Smith’s The Wealth of Nations, hyperspecialization is the division of labor into ever smaller tasks, performed by ever more specialized workers. Hyperspecialization is exploding, driving companies to partner with outside talent and staffing companies as a way to access critical skills they don’t have internally.Read More
With IT employment at a new all-time high, many companies are turning to talent vendors to help them find the best IT talent in this highly competitive space.
If you're currently using a talent vendor to fill your requirements, it's a good idea to assess their performance from time to time to ensure they are keeping up with industry and competitor trends. (If you're not using a talent vendor you might want to check out 5 Signs that IT Talent Outsourcing is on the Rise).Read More
No one can deny that IT departments are growing across the board as organizations seek to leverage the power of technology to achieve competitive advantage. But the question that this leaves us with is: how can you ensure your growing IT department contains the best talent for your new initiatives? Where will these new employees with niche skillsets come from, and will they be hired full-time or as contract workers?
There are many telltale signs in the marketplace that point to the rise of IT outsourcing. Here are just a few:
In a previous post (Is Consulting Right for You?), I discussed how consulting and contract positions are on the rise and what it takes to thrive in this dynamically changing field. Despite the trend of companies hiring more and more contingent labor, many people are still hesitant to pursue a career in consulting due to some common misconceptions.
For example, do you believe there’s poor job stability in consulting? And limited job growth? Or that you’re responsible for your own health insurance? If you answered yes to any of these, then you’re also buying into some of the common consulting myths.Read More
With a sluggish job market and continued economic uncertainty, many companies are trending towards hiring more contract and temporary workers, including consultants and professionals experienced in fast-paced Agile methodologies. In fact, the US Bureau of Labor Statistics reported that employment in the consulting services industry is expected to grow by 83 percent, or 800,000 jobs, from 2008 to 2018.
Some researchers believe this trend is becoming more permanent. As companies realize the increased flexibility a contractor workforce provides, they are less eager to commit to more full-time hires and larger overhead costs. In addition, organizations are opting to work with consulting solutions and staffing firms to access the specialized (“niche”) talent needed to get the job done right.Read More