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!
Brilliant, lustrous fireworks along the Mississippi. Barbecues in the lazy warmth of summer. Water sports, hiking excursions, and (for better or worse) family road trips. As we continue basking in the fun of the three warmest months of the year, we’re once again reflecting on why we love the Twin Cities. And, as an IT consulting and staffing firm, we’d be remiss not to give special attention to our number one reason: The Twin Cities rank among the best in the U.S. for tech opportunities. From its growing number of available tech jobs, to its recent acclaim as a hot spot for tech startups and companies, the Twin Cities offer IT opportunities like those in the Silicon Valley, plus higher collaboration and a lower cost of living. Though Minnesota has graced the tops of multiple “best” lists for various reasons, we’ve pulled out the top 4 reasons Twin Cities IT pros should celebrate where they work:
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.
The Millennial members of ESP’s team weigh in on how their own professional experiences and their recruitment interactions with Millennial IT pros have shaped their view of the Millennial generation, and provide some advice to their peers in the tech field
In many ways, the challenges of a Millennial workforce have already been addressed. The internet has produced extensive myth-busting content about the Millennial generation, as well as tips to help bridge the gap between Millennials and older generations. We’ve learned that there are gaps even within the Millennial generation that can cause workplace tension, and that ultimately, Millennials are comprised of individuals with unique needs in much the same way as their predecessors’ generations were. But the question remains – why do Millennial stereotypes persist, and how can we end them for good? Perhaps the answer involves Millennials looking inward to identify the ways they are perpetuating these stereotypes, and seeking solutions that will turn the talk in their favor.
That a gender gap exists in tech is an undeniable fact, though not a new revelation. Groups such as Girls Who Code and Women Who Code have made efforts to draw awareness to this issue, sharing research proving the number of women graduating from college with computer science degrees has dropped from 37 percent in 1984 to 18 percent today, along with other startling findings.
But an underlying question, the big “so what?” remains largely unanswered. As a result, many in tech are left wondering whether the hot-button issue has received more hype than it is worth.
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.
Though your IT adventure isn’t taking place a long time ago in a galaxy far, far away, it’s filled with some of the same exciting twists and turns that the on-screen story brings to life. Like your favorite Star Wars characters, faced with choosing between good and evil, your choice to become an IT pro set the course for your future. It also meant that you’ll have to make many more difficult decisions in the years to come. For some, these decisions may not only have included considering one offer, but choosing between two or more opportunities. Due to the tech talent shortage, IT pros may frequently find themselves in such a position during their careers when planning to move into a new full time role. Knowing how to professionally navigate the process, from communicating with IT hiring managers to making a sound decision, will be key to helping you land the best opportunities. Before entering the “battlefield,” consider these tips from the Star Wars big leagues:
The demand for jobs with skills in artificial intelligence (AI) and robotics has grown steadily over the past four years. While we’re still a far cry from the robot-babysitters of our inevitable future, there have been some amazing leaps in robotics and AI technology recently.
Wisegeek.com differentiates these two seemingly similar skill sets by focusing on the ability of robotics technology to react to stimuli whereas AI takes in information and can process only the received information to complete its tasks. Either way, with the very real advances being made in these fields, the long fictionalized robotic-takeover of society as we know it, may just be moving toward reality. Or maybe not.
Recently Forbes released a list of occupations that require a bachelor’s degree and that have produced the most jobs post-recession. They called the list the “Top Jobs for 2013” and chose four IT positions for the top ten, and two more to round out the top fifteen. Whether or not you’re in the market for a new position, you can agree that this is good news. We are recovering post-recession with a surge in need for IT professionals and a continued appreciation for the work you do.
Claiming the number one spot on Forbes list is software developers with a 7% growth since 2010, adding over 70,000 positions. The number two job on the list, which went to accountants and auditors, added a little under forty thousand new jobs (37,123) and while that number is large, IT jobs launch ahead. Grouping all IT positions in the top fifteen together, IT jobs have created 151,194 positions since 2010. Check out the job growth rate for the other IT jobs below:
The United States has 3,084 counties, boroughs and parishes, 87 of which are in Minnesota. Jobs for the Future (JFF) ranked Hennepin County as fifteenth in the country with the most open IT jobs, a number that will be sure to increase considering that network systems and data communications analyst positions are predicted to increase by 53% in the next five years. IT jobs in network administration and security and software engineering both ranked in the top five of US News’ list of great jobs likely to remain in demand through 2018 making highly skilled IT pros more in demand than ever.