Cray, the global supercomputing technology leader, has been partnering with ESP IT since 2011. ESP IT started working with Cray through Blaine Ebeling, Senior Software Manager. Blaine was searching for engineering consulting talent with very specific experience in Linux Systems. Throughout the years, we at ESP have learned about Cray’s particular technical needs and fantastic work culture, helping them find the strong, self-motivated engineers they’ve needed. In fact, many of the contractors we’ve placed at Cray have converted to full-time roles. Cray reaches out to consulting firms when they’re unable to find resources through their own HR recruiting staff – meaning the roles they send to ESP are especially challenging due to the competitive IT labor market Minnesota is experiencing. We’ve been able to deliver because we took the time to listen and truly understand the skills and traits needed to be a successful team player at Cray. Thanks for the years of partnership and the kind testimonial Blaine!
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.
Sheryl Sandberg, chief operating officer at Facebook, Yahoo!’s Marissa Mayer, and IBM’s president and chief executive Virginia Rometty prove that while the representation of women in tech is disproportionate, it certainly still has a presence and success rate to boast of. The significance of three women at top tech companies may somewhat discredit the belief that a lack of women role models is the main reason for the female talent shortage, but that the gap exists and is in fact growing, can’t be ignored.
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.
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 around 3%, 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:
Thanksgiving is a great reminder of all we have to be thankful for in 2014. In Minnesota, it’s clear to see that the good times are rolling. Several cities in Minnesota rank among the top 25 for Best Places to live and Minnesota is 17 on the list of the best places for Business and Careers in the United States. Consider these encouraging facts, as well as the information below, as you as prepare for your thanksgiving meal.
More guests at the table: Low Unemployment Rates
There is room at the table for more guests this year. The IT industry is continuing to grow and mature at a rate of 3%, especially in sectors such as mobile. The national unemployment rate is 5.8%. Minnesota has the 5th lowest unemployment rate in the United States at 3.9% as of October of this year although, job growth has been slower. In fact, the unemployment rate has hit its lowest figure since 2008. The unemployment percentage for technology is even better at only 2.7% as of Q3 in 2014. Although job growth in the Twin Cities is down slightly in 2014 by an average of .68%, there is a gap of around 2,700 IT jobs in the Twin Cities that still need to be filled. While some industries in Minnesota have had to cut jobs, IT is among the top industries experiencing job growth.
Projected IT Salary Trends for Minnesota IT Professionals
Our 2014 Salary Survey projects average salary increases of 5.3% for professional IT staff, 4.8% for Managers, and 2% for IT Executives, as compared with our 2013 Salary Survey. The highest salary increases are expected to be in the areas of Data/Database Administration (9.5%), Software Development (8.7%), and Security (7.7%).
National Surveys report that 66% of employers are providing motivators to retain talent, but only 57% of IT professionals feel satisfied with their current salaries, and 65% of IT professionals feel confident they will be able to acquire a new and better position in 2014.
Each year we monitor and analyze hiring trends, including compensation and benefits in order to best serve you. Our annual salary survey presents data compiled from ESP’s recent placements, as well as national and local research.
Our 2013 Salary Survey projects average salary increases of 6.1% for professional IT staff, 4.5% for Managers, and 3.2% for IT Executives, as compared with our 2012 Salary Survey. Base salaries for Information Technology roles in Minnesota average 5.5% higher than the national average. The highest salary increases are in the areas of Application (9.9%), Mobile (9%) and Software Development (8.2%).