Domestic Migration and you  

So for some time we’ve seen companies in several growth area’s in the country be unable to fill their technology jobs in a timely fashion.  This can be chalked up to many factors (including companies attempting to hold wages down, their unwillingness to utilize recruiters and being highly inflexible as to the skills and experience of candidates), and quite frankly its put them in a difficult position.

However, that may begin to change.  With the report that the housing market is improving quickly it means that Domestic Migration of people may allow the shift of talent in poor job markets to those that are growing (details about domestic migration at Marketplace Morning Report).  So as people are able to sell their houses more readily it frees them up to pursue better opportunities and career growth elsewhere.  Of course, the companies that shift their hiring stance to allow for market rate salaries, utilization of recruiters and are willing to pay relocation expenses will reap the benefits from the improving housing market.

So if you’d like to consider greater career opportunities moving forward your first call should probably be be to your real estate agent, and then your recruiter if the news is good.

Posted on Thursday, May 23, 2013 at 04:59PM by Registered CommenterTheVoiceOfIT | CommentsPost a Comment | References36 References

No Magic Bus Full of Candidates

Most of the time I talk with companies today all I hear them saying is “I want it, I want it, I want it” and I believe The Who had it right when they said “Can’t have it” because this is what recruiters need to be prepared to tell their unrealistic hiring officials and clients in today’s market.

All too many times we recruiters are talking to IT Managers and Human Resource professionals about the jobs they just can’t seem to fill only to hear them go on with a list of skills and abilities that are required for the job that borders on the ridiculous.  Add to that the fact that they most likely aren’t willing to relocate, their salary is most likely not at current market rate and what you you end up with a job that is almost not fillable. 

Unfortunately too many recruiters do one of two things.  The first is what most junior recruiters do as they are just happy to take a job order and so they go off to recruit for it (I mean waste their time). The second way is for a more senior recruiter who knows it’s unrealistic but is unwilling to give their clients the facts of the market place and try to get them realistic.  So instead they take the job order, but just don’t work it at all. 

However, neither of these ways will help you make a placement or earn your customers respect for your market knowledge.  So while they won’t like what you say or may not even believe what you say today….time and their inability to fill the position will prove you right.  Allowing you at some future time (2 days, 2 wks or 2 months) to step back into the process gain some much needed flexibility in their hiring stance and hopefully be able to recruit a candidate that meets their realistic needs.

Posted on Friday, April 19, 2013 at 04:08PM by Registered CommenterTheVoiceOfIT | CommentsPost a Comment | References10 References

IT Training or lack thereof

Well I heard it on the news today that US corporations are again asking the federal government to allow more visa’s for foreign workers at high level technical and various other professional positions (including IT roles).  Sure I agree that there may in fact be “shortages” of people who have a specific IT skill sets, but what I don’t agree with is why we don’t have people with these skills or how companies currently hire.  Here’s a good article on this topic from Fortune Magazine

Big business in the US was once heavily invested in training their employees.  You know hire smart people and teach them to do the job you want, then allow them to grow, promote them into greater roles and low and behold it’s called a career path.  Unfortunately companies view their employee (or as they like to call them now “human capital”) as replaceable as the rest of the population views their cell phones.  It all really happened with the .com boom and subsequent bust.  Most companies had training departments to turn new college grads into the IT resources they needed, but with the bust budgets had to be cut.  So along with everyone beating down the same path to outsource their development staff almost all training teams were dismantled and removed from the budget and never to return.

So a little over a decade later and we’ve hit the bottom again and are now rebounding and US companies are looking to hire, but they all want to do it on the cheap.  Everybody wants the underpaid genius, and trust me there aren’t that many out there.   So when they inevitably post their job to the web and get a trail of the ½ qualified or overqualified respondents, well they really only have themselves to blame as they haven’t invested in their “human capital” as much as they think they have.

Posted on Wednesday, April 3, 2013 at 05:42PM by Registered CommenterTheVoiceOfIT | CommentsPost a Comment | References9 References

Where's the Sense of Urgency?

Making the placement process, specifically the offer process, all come together can be a delicate ordeal, but during the crunch time that was the holiday season can make it a potential nightmare if something goes wrong.

As a 3rd party recruiter I’m accustomed to sometimes having to push the process forward from time to time, but typically once a company has actually made an offer HR is all on board with the process and moving full speed ahead as to satisfy their customer (the hiring official) and their future employee.   

Unfortunately what we just went through was far from ideal.  Last month as we were closing two placements we seemed to have HR actually working against us.  I know they weren’t, but the candidates and managers had agreed on start dates and drug tests, background checks, temporary living arrangements, TN visa’s and everything else needed to get done so that candidates could resign and give their two weeks notice.  Unfortunately we had people who went AWAL for days during the process (when they were at the office), couldn’t get routine information to the candidate (a job description for the complete the Visa application) and even when they knew candidates were waiting on information proceeded to either not provide the information to them at all or sent it along the slowest path possible.  So I ask where is the sense of urgency to get things done NOW?

I’ll chalk this experience up to the ending of a bad year and the holiday season crunch, and I’m hopeful that this is strictly an anomaly and not a trend with HR’s unwillingness or ability to work with outside agencies growing worse.

Posted on Thursday, January 7, 2010 at 05:52PM by Registered CommenterTheVoiceOfIT | Comments1 Comment | References3 References

Interviewing Everyday

It funny how people get so anxious and nervous about interviewing.  Sure the people you meet with during an interview aren’t people you know and it won’t be easy to judge the meaning of their words and inflections much less their body language, but is it really that different from what you do everyday?

In your current position you’re constantly making sure your boss, peers and clients/customers are pleased with your work, attitude and effort.  So aren’t you really interviewing everyday by default?  I certainly believe so, in fact I think if more people looked at their job in this light they may put in just a little more effort, be just a bit more attentive to the needs of their boss/peers/clients and maybe (just maybe) have that extra effort allow them to be just that more effective in the current job.

Posted on Thursday, November 19, 2009 at 09:22AM by Registered CommenterTheVoiceOfIT | CommentsPost a Comment | References13 References
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