The Minnesota High Tech Association just released their November report for the IT Workforce. In it they share that there are currently 7,381 job openings, with the top 5 skills in demand being Java, SQL, QA, SDLC, and Linux. Chances are, you’re looking for IT professionals in Minneapolis with those same skills, which means you have competition. Project Managers, Java Developers, Software Engineers, and .NET developers are “most wanted” by you and everyone else in the Twin Cities. They’re hard to find and they aren’t cheap to come by, so you have to be strategic when looking to fill these top tech roles. Luckily for you, we’ve compiled some tips that have helped many of the Minnesota companies we’re fortunate to call our clients fill their IT talent needs.
When interviewing candidates, you are looking for more than just a person to occupy a seat; you want to find the right applicant who will help your business flourish. Failing to ask probing interview questions can leave you ill-equipped to identify which candidate will help truly support your best business practices.
Before you meet with your next interviewee, consider asking questions that dig deeper into these topics to help you get the information you need to make the best decision for your business.
Are IT consultants your best solution to the talent shortage?
Demand for tech talent is fierce. The Twin Cities alone boast 164,500 opportunities for tech pros, and that number is projected to keep growing. Unfortunately, high competition also means that employers face high tech talent turnover. Though many have implemented retention-driven strategies and launched specific perks designed to hold onto these fleeting IT pros, reports still reveal a turnover rate of between 9.1% and 10.6% for employees in the tech industry.
Working with or in IT, you’ve undoubtedly encountered contract-to-hire. Since gaining popularity around 2010, these opportunities have been purported as “win-win” solutions for employers and employees alike, allowing individuals to contract with a company for a defined period under the mutual intention of considering a more permanent arrangement when the contract is over. But while many find this middle-ground arrangement to be the best of both worlds, others have concluded that perm-only or contract-only arrangements are their best fit. That’s why it’s important for both parties to consider the positives and negatives before pursuing a contract-to-hire arrangement. Who knows – after considering all the facts, you may find yourself making an unexpected choice.
As the Minneapolis IT staffing experts, ESP continues to monitor and analyze Minnesota tech hiring trends, compensation, and benefits information in order to better serve you. Our 2016 Salary Survey data comes from a variety of sources – ranging from Fortune 500 and mid-sized companies, to smaller emerging companies. We compared our numbers, using actual salaries from our recent placements and market observations from our recruitment team, with those on Dice and other national resources. If you have any questions or comments about our 2016 Salary Survey, please feel free to contact us.
Upon first establishing a need for tech talent, most IT hiring managers will begin by making a list of specific skills, traits, or experience levels that are most desirable. They may also make a list of skills and traits to be avoided. However, both lists can prove detrimental to their talent search, particularly in light of the tech talent shortage. Instead of blindly following traditional guidelines to filling a role or contract opening, we challenge you to consider why the following three qualities have made your “no” list. You may find that these often-considered “negative” qualities will lead you to your next great hire.
The good news for hiring managers: an IT pro who doesn’t meet your years-of-experience expectations could really be your best fit.
Sifting through applications is one of the most important first hurdles for an IT hiring manager to overcome in the selection process. Unfortunately, this first step can also be the downfall of the hiring process due to one key mistake: prioritizing applications with greater years of experience instead of looking for contenders whose experience shows potential. This mistake can not only run the risk of losing out on top consultants and employees, but in light of the always-mentioned tech talent shortage, can be a major road-block to filling a need. Instead of focusing your screening and interviewing energy on selecting the “Most Experienced Candidate,” consider which prospects stand out for their work in the following four categories.
Pros and Cons to Consider Before Screening for Your Contract Needs
When a company finds itself in need of an IT pro, hiring managers and IT recruiters begin sifting through a variety of resumes – weeding out candidates based on predetermined requirements for the role they are hoping to fill. In the past, one such requirement has been a consultant’s acquisition of a 4-year degree. However, many new initiatives and developments in the world of IT have necessitated a change in that mode of thinking. While we certainly wouldn’t turn this prerequisite on its head (screening for IT pros without a college degree) in many cases it has become an outdated mode of elimination. So before beginning the search to fill your upcoming contract needs, consider these positives and negatives to an IT pro having or not having a diploma. Doing so can help you make an educated decision about what you’re REALLY looking for, and can help you find the best resource for your needs.
You probably know better than anyone that there’s a shortage of IT talent. The IT industry is constantly growing and evolving, and the unemployment rate in the tech sector is currently down to 2%, so how do you get ahead of your competition to get the skilled IT professionals you need? It might surprise you, but the IT market and housing market currently have a lot in common. If you’re looking to engage the best IT consultants, you may need to start thinking in terms of buying a house and follow these 3 tips:
With over forty-five years of IT staffing expertise, ESP continues to monitor and analyze hiring trends, including compensation and benefits in this rapidly changing economy. Our annual salary survey presents data compiled from ESP’s recent placements, as well as national and local research. We monitor and analyze hiring trends, including compensation and benefits in order to best serve you. Should you have any questions or comments about our 2015 Salary Survey, please feel free to contact us.