Archive for the ‘TechJobs’ Category
Tuesday, August 6th, 2013
In an economic era marked by unemployment, you would think it would be relatively easy to hire a skilled team. But it isn’t, say small business owners.
In a recent survey by Robert Half, six in 10 (60 percent) small business owners said the biggest challenge in hiring or managing staff is finding skilled professionals for the job. About one in five (19 percent) cited maintaining employee morale and productivity as the chief concern.
The survey was developed by Robert Half, the world’s first and largest specialized staffing firm. It was conducted by an independent research firm and is based on interviews with more than 300 small business owners and managers from a stratified random sample of companies with less than 100 employees in the United States.
Small business owners and managers were asked, “Which one of the following is your company’s greatest challenge when it comes to hiring and managing staff?” Their responses:
|Finding skilled workers
|Maintaining employee morale and productivity
|Managing difficult employees
“Large corporations often have established brand recognition and larger human resources budgets, which can provide an advantage when attracting talent,” said Paul McDonald, senior executive director with Robert Half.
How to make your company stand out
“But small businesses may appeal to professionals who want to acquire a variety of experiences and move up quickly. These companies can level the playing field in their recruiting efforts by highlighting what makes their cultures unique and emphasizing opportunities for skills development.”
Human Resources Kit For Dummies®, 3rd Edition (John Wiley & Sons, Inc.) by Max Messmer, chairman and CEO of Robert Half, can help small business owners enhance their recruiting efforts and position themselves as employers of choice. Following are four tips from the book:
- Make your company stand out. Small businesses offer advantages that larger companies cannot match. Emphasize the potential for new hires to wear multiple hats and advance quickly. Also, highlight the benefits of working with a small, close-knit group, which may be less common at bigger corporations.
- Have an accurate job description. The description of your open position should be specific and identify the must-haves for the job. If a description is too broad or doesn’t adequately convey the position’s requirements, you run the risk of receiving an overabundance of resumes from unqualified candidates. It’s better to have five applicants who definitely deserve an interview than 100 who don’t.
- Network. Participate in local professional association or community groups to build your personal network. Also, ask your existing employees to provide referrals. Employees tend to recommend strong candidates, since they don’t want to tarnish their reputation by recommending professionals who are unequipped for the job.
- Work with recruiters. Professional staffing firms can significantly reduce the amount of time it takes to find a qualified applicant. Look for ones that specialize in the field for which you are hiring. For example, if you are hiring an accountant, work with a firm that specializes in filling accounting and finance roles.
Wednesday, June 12th, 2013
A workforce trends report, issued today by the Metro Atlanta Chamber (MAC), shows that the city is becoming a “digital media super hub,” with nearly twice the digital media job openings per capita as the rest of the nation. It is also strong in mobile technology, healthcare IT, and logistics.
The Chamber says overall online job postings in metro Atlanta have grown 4.5 times faster than postings nationally in the areas of supply chain and logistics, technology and bioscience.
“The report gives us confirmation of where the jobs are, and the growth of metro Atlanta’s key industries,” said Phil Martens, CEO of Novelis, Inc., and chair of MAC’s Workforce Council. “MAC has its finger on the pulse of job activity in metro Atlanta.”
MAC’s Workforce Council commissioned Burning Glass International, a labor data firm, to review all advertised job openings in key strategic industries from May 2012-May 2013 in the 28-county metro Atlanta statistical area.
Digital media super hub
Metro Atlanta is establishing itself as a digital media super hub with almost twice as many digital media job postings per capita as the rest of the nation. There were more than 28,000 digital media job postings in the last 12 months, which represents 48 percent growth in advertised positions over the last two years.
Supply chain/logistics/distribution job postings grew nationally at a rate of 36 percent from 2010 – 2012. However, in metro Atlanta that growth rate was 115 percent over the same period.
There were also large spikes in recruitment in other MAC targeted industries. There was a 202% increase in the number of advertised positions in the mobility sector from 2010 – 2012. And as the nation’s health IT capital, Atlanta continues to surge with 167% growth in health IT-related job postings over the same period.
Martens added, “The goal of this report was to assess the demand for talent, and then determine the skills needed to fill the positions.”
“One of the most significant findings of the report showed that in 2010, there were 247,283 total jobs posted in metro Atlanta in all sectors. In 2012, there were 410,571, a 60 percent increase,” said Sam A. Williams, MAC president. “The increase demonstrates that metro Atlanta continues to be a thriving hub for business, especially in key industry sectors.”
Workforce database available
In tandem with the Workforce Trends Report, MAC also launched a workforce database. The site is geared toward the CEO, CIO, HR professional or other senior staffer involved in hiring and staffing, but casual browsers are also welcomed.
This inventory is the largest and most comprehensive listing of those resources for several of the fastest-growing industry sectors in the region. These include: digital media and gaming, financial transactions processing, healthcare IT, internet security, logistics/distribution, software development, supply chain software and wireless/mobility.
“Between the report and the database, we now know where the growing jobs are and the skills needed to fill those positions,” saidScott Burton, managing director at Whitaker-Taylor, and MAC’s Workforce Council co-chair. “Our goal with the database is to link employers to tools that can help fill job openings with talented, capable employees. The exact talent we need to grow our company.”
The database was developed by MAC’s Workforce Council, in partnership with the Atlanta Regional Commission’s Workforce Solutions team, and can be accessed at: http://www.metroatlantachamber.com/economic-development/workforce-development
Friday, June 7th, 2013
Starting salaries for technology professionals in the U.S. are on the rise from 2012 to 2013, according to new research conducted by Mondo, a leading technology resources provider.
IT Security Managers (with 10 plus years’ experience) and Systems Analysts had the largest increase in base compensation from 2012-2013, rising from $90,000 to $145,000 and from $65,000 to $83,000, respectively.
According to Mondo’s research, the following technology positions have experienced significant salary growth from 2012-2013.
- Data Analysts’ base salaries increased 18.3% from $60,000 to $71,000
- EC2 engineers base salaries went up 18% from $100,000 to $118,000
- Help Desk Senior (7-10 years) staffers’ salaries increased 15.4% from $65,000 to $75,000
- Technical Writer base salaries went up 14.3% from $70,000 to $80,000
- CIOs base salaries increased 8.3% from $180,000 to $195,000
- Android Developers’ base salaries increased 8.3% from $120,000 to $130,000
“The intense demand for highly-skilled technology professionals is resulting in significant increases in the salaries for those professionals with expertise in the areas of mobile, big data, cloud computing and user engagement skills,” said Michael Kirven, founder and CEO of Mondo.
“And, companies across the U.S. are reversing the trend of outsourcing skilled technology labor overseas, and now understand that skilled IT workers that are located within their innovation centers can give them a competitive edge – which is driving demand here in the U.S for technology professionals.”
Kirven added, “Looking to 2014, we see a spike in demand for HTML5 developers with salaries predicted to range from $97,000 to $135,000.”
Friday, June 7th, 2013
There is a gap between demand and availability of skilled mobile developers across various global locations including Silicon Valley, according to the findings of its latest study on “Global Mobile Talent.”
To address the gaps, companies are following a three-pronged approach – acquisitions, leveraging global talent hotspots by expanding their R&D footprint and vendor partnerships – to take advantage of available talent, the study found.
The Talent Neuron study revealed that the supply of talent is definitely not being able to keep pace with demand and while job postings for mobile developers have doubled over the past two years, the number of registered developers is increasing only by 13%, thereby creating a huge gap. This rate of growth is expected till 2015.
Among the measures that companies are taking to bridge the gap; several large organizations are leveraging global talent ‘hotspots’ such as India, China, Israel and Europe. The majority of mobile application talent is located in Europe, The Middle East, and Africa (EMEA, where 42% of the global top 25 cities for mobile development are located), with Finland, Tel Aviv and Moscow emerging as key locations.
Hotspot for talent
Interestingly, Asia Pacific (APAC) is a hotspot for talent that works on the Android platform, while iOS and Blackberry developers are less prevalent in the region. The study found tremendous demand for HTML 5 development skills, which witnessed a 149% increase in job postings in 2013. This was followed closely followed by job posts for Android app developers (increased by 146%) and iOS developers (132%).
Vijay Swami, Co-Founder and CEO, Talent Neuron, said, “There is an intense war for mobile development talent, fueled by low availability and the dynamic nature of the industry which requires constantly updated skill sets. Recruiters need to understand the underlying technology and requirements before writing job descriptions, and also understand location-specific trends.
Rather than waiting for the perfect candidate, companies should aggressively leverage global locations to expand their catchment area, analyze skills of niche mobile first organizations before M&A and opportunistically leverage partners for talent (Not cost)”.
Kings College London
However, while the US and EMEA have a matured mobile development ecosystem, with regions like the Bay Area, San Francisco,New York, London and Tel Aviv being hubs for developers who can take on high-end work, cities like Sydney, Tokyo, Munich, Sao Paolo are ‘challengers’ where talent predominantly works on testing and development. Emerging cities include Beijing, Bangalore,Shanghai, Dublin and Madrid, where the ecosystem is nascent.
The top 25 cities have close to 55% of mobile application talent, led by the Bay Area in the Americas, London in EMEA and Beijing in APAC. While the Americas have 45% of mobile development talent, this is followed by APAC with 30% and EMEA with 25%.
The study said that acquisitions are another method that companies are using to bridge the talent gap. Mobile M&A activity has increased significantly last year and is expected to maintain momentum in 2013. In fact, in 2011, the total value of the deals grew by 100% from 2010 and stood at USD $18.8 billion.
And last but not the least, it read that the increasing demand for mobile application development skills is now driving universities to offer courses on the subject.
These universities are located across the US and Canada (12), EMEA (nine in the United Kingdom, one each in Sweden and Finland), Australia (five) and India (one), the study revealed. An example of company-university partnership is the investment by Microsoft of $24 million in the three-year AppCampus app development program in Aalto University at Finland.
Thursday, June 6th, 2013
Did you know that while America leads the world in social network and technology innovation, it trails Brazil, India and China in economic growth?
Despite the lingering economic downturn, the United States is ranked as one of the Top 10 global “Markets to Watch,” according to a new study from Broadbean Technology, a leading online recruitment software provider.
The study, Digital Recruitment: The Hottest Markets in 2020, compares global markets – from the US to Australia– and the factors that will shape recruiting over the next 5-7 years, including GDP growth potential, earnings trends, cultural phenomena, and mobile and social Internet use.
The Hot Markets report recognizes the U.S. as a key driver of change in global digital recruitment – leading the pack in the use of social networks for job sourcing and innovation with nearly one in three businesses using social professional networks as a major hiring source.
Recruiters in the U.S. have embraced digital recruitment tools – from LinkedIn to Facebook to online job boards – as highly effective, lower-cost options to finding the best employees as they wrestle with fewer resources and constrained budgets.
Be more competitive
These tools and services give recruiters the ability to quickly adapt to changing market and social conditions, such as a burgeoning contingent workforce brought on by 77 million retiring baby boomers seeking post-retirement employment.
Other factors, such as the difficulty employers experience in connecting with qualified candidates, will further drive participation in the digital realm. For example, close to 50 percent of U.S. employers today have difficulty filling jobs with qualified talent.
“Contrary to popular belief, employee retention has actually been rising for the past twenty years,” said Kelly Robinson , CEO of Broadbean Technology, referring to a recent report from the Federal Reserve Board showing an increase in average employee tenure.
“Regardless of whether this is due to greater employee loyalty or a general reluctance to move given the current economic climate, the end result is that businesses need to be more competitive and innovative in the ways they target and attract talent. Digital recruitment tools offer increasingly effective means of engaging with potential employees and showcasing a company’s personality and culture.”
For U.S. businesses, innovation will mean looking at how digital recruiting tools can help connect the more than 3 million jobs currently open in the country with the millions of unemployed workers seeking employment.
The Digital Recruitment: Hottest Markets in 2020 List*
1. Brazil – A young, confident and ambitious market, Brazil has growth potential on many levels and is known to be digitally innovative.
2. India – India’s sheer economic growth potential makes it an exceptionally interesting market. Only serious development imbalances keep from the top slot.
3. China – Although significant political and cultural challenges remain, the sheer growth performance and destiny of the world’s largest economy make it attractive.
4. US – Expected to stay a dynamic, innovative economic powerhouse and driver of change in digital recruitment over the next few years.
5. Australia – Another confident and ambitious AsiaPac country, Australia’s skill shortages make it ripe for innovation in digital recruitment.
6. Japan – This massive, technologically innovative economy is undergoing cultural change after many years of stagnation.
7. Canada – Although small in size, Canada has been fast to adopt new ideas, with a range of unique opportunities for the introduction to the new digital recruitment offerings.
8. Germany – Considered as the European economic powerhouse for the foreseeable future, and currently undergoing significant labor market changes.
9. Russia – A wild card, Russia is beset by deep political and economic issues but has a range of opportunities to unlock its untapped potential.
10. Mexico / UK – Mexico, another wild card, is highly problematic at present but has the potential to suddenly take off and become the new Brazil. The UK has significant economic growth issues but is traditionally one of the world’s largest recruitment markets.
The Digital Recruitment report, including the top 10 Hottest Markets, is available at broadbean.com. ‘The US Blossoms’ infographic is available at http://bit.ly/14bsGsn
Tuesday, June 4th, 2013
The IT Employee Confidence Index, a measure of overall confidence among U.S. technology workers, declined further—to 48.6—in the first quarter 2013, a 7.2 point drop from the fourth quarter of 2012.
Technology workers were much less confident across many aspects this quarter, including the strength of the economy, the availability of jobs and their ability to find a new job. Despite this, the index found that half (46 percent) of IT workers are likely to look for a new job.
Things should be looking up soon, though. Robert Half Technology says about 12 percent of CIOs nationally plan additional IT hiring in the next two quarters.
This online survey, conducted by Harris Interactive on behalf of Randstad Technologies in January, February and March of 2013, included 183 employees in the technology industry.
“Although we saw a fairly significant decline in the overall confidence levels among IT workers, we believe this decline to be an anomaly being driven by many macro-level economic conditions in the first quarter that have a trickle-down effect to the employee,” said Bob Dickey , EVP of Technologies at Randstad U.S.
Promising year for the industry
“In fact, several reports and projections point to a very promising year for the industry, with substantial growth on the horizon. According to TechServe Alliance, the number of IT jobs increased last month to just under 4.5 million, growing by 5.1 percent since April 2012.
“Part of the robust projections is due to an anticipated demand within the healthcare IT sector. Specifically, the mandate for healthcare entities to adopt ICD-10—an international disease coding system—by October 1, 2014 will require additional IT talent,” continued Dickey.
“Because IT is not part of most healthcare organizations’ core business, they will need to rely on IT vendors and suppliers that have the expertise and skills available in large application system migrations.”
Q1, 2013 Survey Highlights:
IT Worker Confidence in the Economy Declines in First Quarter
- Technology professionals’ confidence in the overall economy declined by seven percentage points this quarter, with 27 percent believing the economy is getting stronger. Nearly half (46 percent) say the economy is getting weaker.
Fewer IT Workers Believe More Jobs are Available this Quarter
- Less than a quarter (24 percent) of IT workers say more jobs are available this quarter, compared to 29 percent in the fourth quarter of 2012. More than half (55 percent) of respondents believe that fewer IT jobs are now available.
Tech Workers Less Optimistic About their Employability
- Dropping six percentage points this quarter, 38 percent of IT workers reported feeling confident in their ability to find a new job compared to 55 percent the previous quarter. More than one-quarter (29 percent) are not confident in their ability to find a new job this quarter.
IT Workers’ Confidence in Their Job Security Drops
- Less than six-in-ten of IT workers report it is not likely they will lose their job in the next 12 months, representing a significant 15 percentage point decline from last quarter. Also, more than a quarter (26 percent) indicated it will be likely they will lose their job within the next 12 months, jumping 14 percentage points from the previous quarter.
More IT Workers Likely to Job Hunt
- Nearly half (46 percent) of technology workers are likely to look for a new job in the next year, climbing 13 percentage points from the previous quarter.
To view the latest quarterly trends report, click here.
Tuesday, June 4th, 2013
If Robert Half’s Technology and IT hiring forecast bears out, Raleigh, Charlotte and Atlanta should see significant hiring during the third quarter of 2013.
The just-released Robert Half Technology IT Hiring Forecast and Local Trend Report for Raleigh, N.C., shows that fourteen percent of Raleigh-area chief information officers (CIOs) surveyed recently plan to expand their teams.
This is up 4 points from the previous quarter’s projections. Another 54 percent plan to hire to fill open IT roles, 27 percent plan to put hiring plans on hold, and 5 percent expect to reduce their IT staff in the third quarter.
The Charlotte report shows that 11 percent of Charlotte-area chief information officers (CIOs) surveyed recently plan to expand their teams in the coming quarter. This is up 1 point from the previous quarter’s projections. Another 51 percent plan to hire to fill open IT roles, 31 percent plan to put hiring plans on hold, and 6 percent expect to reduce their IT staff in the third quarter.
Ten percent of Atlanta-area technology executives surveyed recently expect to expand their IT teams in the third quarter of 2013, a figure unchanged from the previous quarter.
In addition, 55 percent plan to hire to fill open IT roles in the upcoming quarter, 29 percent plan to put hiring plans on hold, and 6 percent expect to reduce their IT staff in the third quarter.
These regional figures are consistent with CIO plans in other areas, with most of those planning IT hiring in the 10 to 13 percent range. Nationally, the average is 12 percent.
Here are some other area figures:
- 13 percent of Boston CIOs expect to hire in the quarter.
- 13 percent of New York CIOS say the same
- 13 percent in Denver say they will hire
- 10 percent of the CIOS in Seattle and Los Angeles plan hiring
- Salt Lake City is exceptional, where 17 percent of CIOS plan IT hiring
In terms of recruiting, 69 percent of CIOs said it’s somewhat or very challenging to find skilled IT professionals today. It is most difficult to find skilled talent in the functional areas of networking (18 percent), data/database management (14 percent) and help desk/technical support (13 percent).
Confidence in Business Growth and IT Investments
The survey results suggest that CIOs are optimistic about their companies’ growth and IT investments: Eighty-five percent reported being somewhat or very confident in their companies’ prospects for growth in the third quarter of 2013.
Sixty-three percent of CIOs also said they were somewhat or very confident that their firms would invest in IT projects in the third quarter of 2013.
Skills in Demand
Among the technology executives surveyed, 55 percent said that network administration and database management were the skill sets in greatest demand within their IT department. Desktop support followed closely, with 54 percent of the response.
The IT Hiring Forecast and Local Trend Report survey was developed by Robert Half Technology, a leading provider of information technology professionals on a project and full-time basis, and conducted by an independent research firm.
Wednesday, May 29th, 2013
While over 84% of Millennial job seekers (age 19-26) are optimistic about finding employment, there are substantial differences in how they view themselves and how HR Professionals perceive them in a variety of categories, including: work ethic, leadership skill, and technological expertise, among others.
So says a national survey by - Beyond.com, a career network.
According to the Beyond.com survey, while over 84% of Millennial job seekers (age 19-26) are optimistic about finding employment, there are substantial differences in how they view themselves and how HR Professionals perceive them in a variety of categories, including: work ethic, leadership skill, and technological expertise, among others.
Most strikingly was the issue of loyalty, where only 1% of HR Professionals felt Millennials would remain faithful to their employer over the long-term. By contrast, 82% of Milliennials self-identified as loyal – underlining the chasm that exists between younger job seekers and HR Professionals that tend to be from later generations.
Some other conflicting viewpoints from the survey included:
Are Millennials Tech-Savvy?
- 86% of HR professionals said yes
- While only 35% of Millennials felt they were tech-savvy
Are Millennials Team Players?
- 60% of Millennials thought they would work well with a team
- But 22% of HR professionals believed Millennials would make good team players
Do Millennials Have Strong Interpersonal Communication Skills?
- 65% of Millennials responded that they relate well to others
- 14% of HR Professionals thought that Millennials were strong communicators
Are Millennials Hard Workers?
- 86% of Millennials identified themselves as hard workers
- 11% of HR professionals thought Millennials would work hard
Are Millennials Able to Lead?
- 40% of Millennials identified themselves as leaders
- Only 9% of HR professionals believed that age group had the ability to lead
Are Millennials Loyal to Employers?
- 82% of Millennials self-identified as being loyal to an employer
- A mere 1% of HR professionals believed Millennials to be loyal to an employer
Tuesday, May 28th, 2013
ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, revealed today that the global talent shortage is intensifying, negatively impacting companies’ performance.
Thirty five percent of employers of nearly 40,000 surveyed globally report difficulties in finding staff with the right skills – the highest shortage since the start of the recession.
Of those, over half (54 percent) of employers believe this will have a high or medium impact on their ability to meet client needs. This is an increase from 42 percent in 2012.
“Our survey reveals a collective awakening of employers to the impact of talent shortages to their business,” said Jeffrey A. Joerres , ManpowerGroup Chairman and CEO.
This study echoes numerous others we’ve reported at the TechJournal showing that while unemployment remains a problem globally, so does filling many skilled jobs. The lesson is clear for job seekers: better your skills. But there are lesson for employers, as well, this study notes.
“Globally employers are reporting the highest talent shortages in five years, and our results show that although many companies recognize the impact these shortages will have on their clients and bottom line, more than one in five are struggling to address the issue. The good news is solutions do exist, and HR leaders have the power and expertise to reshape their company’s future.
Act now to succeed
Those who act now to put in place new strategies to attract and retain talent will be those who successfully navigate this uncertain environment.”
The research reveals that talent shortage is endemic across the world – but most acute in Japan (85 percent of employers), Brazil(68 percent) India (61 percent), Turkey (58 percent) and Hong Kong (58 percent).
Employers in Ireland (three percent), Spain(three percent), South Africa (six percent), and the Netherlands and Czech Republic (nine percent) are the least likely to face shortages.
The research shows that globally the roles most difficult to fill are Skilled Trades Workers, Engineers and Sales Representatives – unchanged from last year. Employers are reporting that Accounting and Finance and Management/Executive positions are also increasingly hard to fill.
Despite acknowledging the impact talent shortages have on their business, a significant 22 percent of employers are not changing course to identify new ways to address these shortages.
ManpowerGroup today also launched a new insight paper, The Great Talent Shortage Awakening: Actions to Take for a Sustainable Workforce, which examines several strategies HR leaders can pursue to fuel their organization’s competitiveness for years to come.
These include identifying and attracting untapped talent, creating a culture of talent development, implementing a Teachable Fit framework to “manufacture” talent aligned with business needs, and improving collaboration with education institutions to ensure graduates are work ready.
Hardest Jobs to Fill
The hardest jobs to fill globally are Skilled Trades Workers, Engineers and Sales Representatives. Skilled Trades and Engineers continue to top the list globally due to demand outstripping supply. Meanwhile, Sales Representatives’ continued presence in the top 10 is a result of companies continuing to seek out experienced sales people who can help drive revenue growth.
|Jobs most in demand in 2013
||Jobs most in demand in 2012
|1. Skilled Trades Workers
||1. Skilled Trades Workers
|3. Sales Representatives
||3. Sales Representatives
|5. Accounting & Finance Staff
||5. IT Staff
||6. Accounting & Finance Staff
|7. IT Staff
|9. Secretaries, PAs, Administrative
|Assistants & Office Support Staff
||10. Secretaries, PAs, Administrative
||Assistants & Office Support Staff
In the Americas 39 percent of employers report hiring challenges, with one in three employers in the US, Mexico and Costa Ricastruggling to fill vacancies; in Brazil, that increases to a staggering 68 percent.
“Finding the right talent to meet business needs remains a critical challenge to employers in the Americas; those businesses which indicate talent shortages as having a significant impact on their abilities to serve stakeholders have grown significantly from 41 percent in 2012 to 52 percent in 2013,” said Jonas Prising , ManpowerGroup President.
“Employers in the region are awakening to the impact of shortages, but many are struggling to take action. The region has some of the youngest populations globally. Utilizing technology to connect with young people, and building talent acquisition strategies based around where young people are today, will hand organizations a competitive advantage.”
Technicians are the role employers struggle most to fill – a position these roles have held every year since 2008 with the exception of 2012 when Engineers topped the poll. Technicians top the list of most hard to fill roles in six of the 10 countries surveyed in this region.
Wednesday, May 15th, 2013
Gozaik, a provider of talent acquisition tools for Twitter, has retrieved a first step in analyzing job industry data occurring on Twitter.
Joe Budzienski & Venkat Janapareddy , Co-Founders of Gozaik, started capturing this information when the company went live onMarch 28, 2013.
Some of the information includes trending cities for jobs on Twitter as well as the hottest jobs on 5/13/2013.
Top Trending Cities On Twitter w/jobs
1.New York, NY
3.San Francisco, CA
Top Trending Job titles
“This is only a taste of the job market data we will be capturing on Twitter,” said Venkat. “We will be analyzing lots of data over the next 6 months and making it available to both employers and job seekers.” “It’s exciting to see what jobs are being tweeted the most and what demographic is perusing them on Gozaik,” says Joe Budzienski .
“Twitter is taking the job market by storm and Gozaik is tapping in to the immense amount of data while providing a structured universe on our platform for job seekers and employed professionals.” Job search and job posting are getting more and more public every day. The private job board marketplace is dying. Employers have more choices today and Gozaik plans of bringing them the right mix of social and structure.”
Thursday, May 9th, 2013
New York City and Boston both saw job growth rebound in the first quarter of 2013.
New York City and Boston saw “respectable job growth” in the Internet and Digital Media sectors in the first quarter this year.
That’s good news for both sectors generally, since those cities are often hubs from which national and international spokes evolve.
Cook Associates Executive Search, a retained executive search firm, has released its quarterly East Coast Internet and Digital Media Jobs Index, which is now tracking job creation at more than 500 companies in New York and Boston.
The Jobs Index for New York showed 4.8 percent growth for the first quarter which is the best showing since the second quarter of last year. Boston also bounced back with 3.5 percent growth, the city’s best jobs growth since the first quarter of 2012.
New companies emerge
John Barrett of Cook Associates stated, “Boston and New York are two critical technology centers on the East Coast and both cities had very respectable jobs growth in the important Internet and Digital Media sectors.
Frankly, we were a little surprised by the healthy hiring climate in the first quarter given that 2012 hiring ended on a downward trend. Jobs growth in New York continues its year-long trend of outpacing Boston.”
For New York, several companies emerged on our Top Ten List for the first time including DG, Buddy Media and Urban Compass. In addition, NewsCred, Rocket Fuel, Ideeli and iPlay made it on to the Up And Comers List for the first time.
Likewise, in Boston we saw DataXu make its debut on the Top Ten List while the Up And Comers List included first-timers Boundless Learning, OwnerIQ, Chitika, Neolane, RAMP, Adelphic, StudentUniverse, Recorded Future, EverTrue and Stomp Games.
We think these early signs that certain companies are thriving are also worth your notice.
First Quarter 2013 results from Cook Associates’ Internet and Digital Media Jobs Index:
New York data:
343 Internet and digital media companies with 10+ employees in New York City
- Approximately 1400 jobs added for a 4.8% gain
Percentage of companies that showed the following headcount changes:
- Increase in headcount: 60%
- Decrease in headcount: 26%
- No change: 14%
Top 10 companies showing largest headcount gains in New York include:
- Buddy Media
- Urban Compass
- Warby Parker
Up-and-coming companies showing large headcount gains:
- Rent The Runway
- Complex Media
- chloe & isabel
- Rocket Fuel
172 Internet and digital media companies with 10+ employees in Boston
- Approximately 500 jobs added for a 3.5% gain
Percentage of companies that showed the following headcount changes:
- Increase in headcount: 60%
- Decrease in headcount: 27%
- No change: 13%
Top 10 companies showing largest headcount gains in Boston include:
- Rue La La
- Endurance International Group
Up-and-coming companies showing large headcount gains:
- Boundless Learning
- Visible Measures
- Cartera Commerce
- Recorded Future
- Stomp Games
Cook surveyed only pure-play Internet and digital media companies. Based on its research, the company believes that the businesses surveyed represent more than 90 percent of the Internet and digital media employees in New York and Boston.
Virtually all companies in the survey are currently or were previously financed by venture capital investors. Major digital sub-sectors covered include media/content, social networking, advertising, mobile media/commerce, e-commerce, video, local, analytics and marketing software.
Excluded from the survey were digital-focused employees of “traditional” companies and digital ad agencies. Cook Associates continually adds or subtracts companies for inclusion in the Index based on the criteria of employing 10 or more employees in either the New York or Boston metropolitan areas. Cook’s East Coast Internet and Digital Media Jobs Index is current as of April 1, 2013.
Monday, May 6th, 2013
One thing is certain these days: technology runs the world. IT Employment hits another all-time high in April.
The number of IT jobs grew 0.24 percent sequentially last month to 4,424,200, according to TechServe Alliance, a collaboration of IT & Engineering Staffing and Solutions firms, clients, consultants and suppliers.
With the upward revision in March’s numbers from 0.38 to 0.58 percent, IT employment has grown by 5.1% since April 2012.
“I am pleased to see demand for IT professionals remains very strong. With April’s numbers, IT employment has grown for the 17th consecutive month hitting yet another all-time high,” observed Mark Roberts , the CEO of TechServe Alliance.
“IT continues to handily outperform most other sectors with an annual growth rate of more than three times the growth rate of the general workforce,” added Roberts.
For the complete April 2013 IT Index please visit:http://www.techservealliance.org/pressroom/documents/IndexreleaseMay2013.pdf
Tuesday, April 30th, 2013
Job prospects abound for college students seeking careers in business intelligence or analytics, but the greatest challenge to filling the talent pipeline lies in students having access to large data sets as part of the educational experience. While a business intelligence or analytics degree or major is a considerable advantage, it alone is not sufficient.
Apart from the technical skills required, communications skills and business knowledge are the most important skills new grads need in order to land data analytics jobs.
These are the top findings of the latest State of Business Intelligence survey conducted on behalf of the Business Intelligence Congress and sponsored in part by the Teradata University Network. This is the third State of Business Intelligence and Analytics survey of university professors, students and employers since 2009.
Top three challenges
Professors responding to the survey reported the top three challenges to teaching are: access to large data sets (45%); students with the pre-requisite skills (39%); and, qualified or available faculty (35%).
Analytics hiring managers report their largest needs for new hires of recent graduates are for IT or systems analysts (35%), program developers (32%), data managers (30%) and business analysts (22%).
According to the study, students are bullish on data-related careers. Two out of three students agree or strongly agree there are job opportunities for them. More than 40 percent pointed to data-savvy careers such as business analyst, IT professional working with analytics, or a role in business that requires an understanding of data analytics. Four in 10 want to use their business intelligence skills in marketing (22%) or in finance (20%). Sixteen percent are considering careers as data scientists.
NOTE to Readers: the full release with survey slides is available in the Teradata News Room here:http://bit.ly/ZpOu1N
|Barb Wixom, study author and
Associate Professor of Commerce at University of Virginia’s McIntire School of Commerce
|“What faculty are looking for today is access to real, big-data sets. They want to show students the impact of the data explosion, demonstrate the linkage between data and business outcomes, and teach exactly how to achieve those outcomes.”
“Corporations are making available real-world cases and big data sets, and through academic alliance programs like the Teradata University Network, they are working with professors to develop meaningful analytics assignments, teaching notes and other pedagogy so that data sets are consumable by professors and students.”
“The needs of big data are being addressed across the board – from new analytics approaches in the business analytics courses, to new data sources in the data management course, to new statistical methods in the stats course.”
|Ramesh Sharda, executive director,
Teradata University Network and Director of the PhD in Business for Executives program.
|“Unlike other academic alliances, here at Teradata University Network, we have more independence and it is not vendor-centric. The content is contributed by academics for academics.”
“We are expanding our reach to include more corporate partners to broaden our coverage in marketing and analytics. We are expanding our scope to be able to support analytics coverage for marketing and computer science colleagues. We are constantly adding new content from faculty members who share their knowledge and coursework.”
“Through the supporting materials made available by corporations and by faculty colleagues, such as real case studies, software, data sets, videos and other tools, we now have a large pool of students around the world who are learning why analytics should be used, how it is used, and how the strategy and technology mix together.”
|Susan Baxley, director, Teradata University Network
||“The State of Business Intelligence survey helps Teradata University Network provide professors with the tools they need to engage students at a practical level. With the hands-on learning, we’re helping new graduates be prepared for the workforce requirements of our customers, our partners and ourselves.”
- One-third of employer practitioners responding to the survey reported an overall lack of experience as their most important challenge, followed by insufficient business skills at 26 percent. Insufficient technical skills and a general lack of candidates tied for third at 22 percent. Experience with real tools and insufficient communications skills each captured 21 percent. Forty-four percent reported that students must possess communications skills and 38 percent cited business knowledge as the most important non-technical skills new grads need to land the jobs.
- In response to these gaps, 80 percent of employers surveyed offer supplemental training courses for newly hired workers ranging from extensive classroom work to mentorship and internships to tuition reimbursement.
- Professors identified six areas where business can assist in meeting the challenges: Providing large data sets (45%); Suitable cases (31%); Staying current with the practice (29%); Technical support and training (29%); Realistic and meaningful experiences (26%); and, Access to contemporary enterprise software (26%).
- Across undergraduate, graduate, continuing education and executive education programs, 41 percent of professors reported an increase in the size of their business intelligence or analytics course portfolio compared with 2010, the last time the survey was conducted, while fewer than seven percent reported a reduction in their business intelligence/business analytics courses over the past two years.
- Students who have already taken one or more business intelligence or analytics courses report having done so because they found the material interesting and wanted to learn more about these trends in industry; They felt it was important for their future career aspirations; and, They indicated that the course was a required part of the curriculum.
- At 76 percent, IT and MIS predominate as the academic disciplines where business intelligence and business analytics coursework reside. Rounding out the top five within science or math-based disciplines are statistics at 28 percent, decision sciences at 23 percent, operations research at 19 percent and computer science at 17 percent. Among business-related disciplines, the coursework most often resides in marketing at 19 percent, accounting, 10 percent, and finance, nine percent.
Monday, April 29th, 2013
A “Recruiting for IT Talent” survey of U.S. companies conducted by Monster, the worldwide leader in successfully connecting people to job opportunities and flagship brand of Monster Worldwide, Inc. (NYSE: MWW), revealed a large majority of employers who hire for IT professionals are likely to hire in the next 60 days.
Their hiring activity is primarily driven by staff increases (60%) and company expansion (45%).
Employers of all sizes are focused on IT roles that support aligning business and technology goals with primary hiring needs; this includes application development (72%), database analysis and development (58%), web design/development (57%), networking (56%), and business intelligence/analytics (55%).
IT demand remains stable
“The demand for IT expertise remains relatively stable with employers confident that they will look to fill these types of roles in the near-term,” said Jeffrey Quinn, Vice President of Monster’s Global Insights. “Meanwhile, on the job seeker side, the IT jobs viewed on Monster see millions of views each month, indicating high interest by, if not volume of potential candidates seeking employment in this field.”
While the survey revealed nearly one-half (49%) of employers were confident in their ability to find the talent they need for all these roles, some hiring challenges remain, including:
- A skills gap, with 70% of employers reporting the number of qualified candidates available to fill all the opportunities as smaller than the total opportunities, creating increased competition for talent;
- Specialized requirements, with 52% of employers reporting many of these technical roles are increasingly defined by highly specific skills further limiting the number of qualified candidates;
- An inability to attract talent due to compensation. 52% of employers report they are unable to compete on salary alone.
More than one-half (53%) of employers responded that there are fewer IT Professionals searching for jobs in the U.S. And, nearly half of employers (48%) believe IT jobs continue to be outsourced to other countries, a contributing factor to a shrinking number of U.S.-based IT jobs to be available.
For those who may be seeking employment in the IT fields, it’s important to note that the majority of employers (92%) feel that careers in IT are promising and rewarding.
Additionally these companies believe academic training is not enough (40%) while certifications provide an advantage (85%). Employers also report that qualifications beyond technical skills that are critical to the assessment of IT talent include: communication skills, personality/cultural fit, type of work experience and interpersonal skills.
Here are the top occupations and markets for IT jobs by volume1:
Top 10 Occupations:
1. Software Developers, Applications
2. Web Developers
3. Computer Systems Analysts
4. Network and Computer Systems Administrators
5. Computer User Support Specialists
6. Information Technology Project Managers
7. Computer Programmers
8. Software Quality Assurance Engineers and Testers
9. Computer Systems Engineers/Architects
10. Database Administrators
Top 10 Markets for IT:
1. New York
2. Washington DC
4. Los Angeles
5. Dallas-Fort Worth
8. San Francisco
9. San Jose
For a copy of the full report, visit the Monster Resource Center.
Tuesday, April 23rd, 2013
Newspaper reporter, a job that traditionally has attracted many aspiring writers, been romanticized in movies and helped bring down corrupt presidents, has been named the worst job in the nation, according to the new 2013 CareerCast.com Jobs Rated Report, which has ranked the best and worst U.S. jobs for 25 years.
On the other hand, a variety of technology and health care jobs top the lists of best jobs.
Ranked at job number 126 when the first Jobs Rated Report was published in 1988, newspaper reporters have fared poorly in the report for years due to the job’s high stress and tight deadlines, low pay and requirement to work in all conditions to get the story.
Ever-shrinking newsrooms, dwindling budgets and Internet competition have created a very difficult environment, driving the position to dead last on this year’s Jobs Rated Report. But journalism is not a dying art, nor is reporting a profession without prospects. Rethinking the industry has made reporters adapt.
Personally, we left print media (for the most part) in 1999 and never looked back. If newspapers had embraced digital – and charged for digital versions- more quickly, we suspect they might be in better shape now.
“People who love to write can consider working for online publications or transition to advertising or public relations,” says Tony Lee , publisher, CareerCast.com. “Many jobs in communications offer better hours, greater stability, a work/life balance and a healthier hiring outlook than being a newspaper reporter.”
Not only that – many of those online jobs allow freelancing as an independent contractor and working from a home office – which saves money and time and increases productivity.
Tech advancements hurt other jobs
Technological advancements hurt other professions ranked among the worst jobs of 2013, including meter reader, which is often done digitally and mail carrier.
High pay, low stress, a robust hiring outlook, a healthy work environment and minimal physical exertion combine to make actuary the top job for 2013. Biomedical engineer, software engineer, audiologist and financial planner round out the top five.
“The best jobs offer the ultimate career goal — personal fulfillment,” says Lee. “They also offer a bright outlook and job opportunities for years to come.”
Best Jobs in 2013
2. Biomedical Engineer
3. Software Engineer
5. Financial Planner
6. Dental Hygienist
7. Occupational Therapist
9. Physical Therapist
10. Computer Systems Analyst
Worst Jobs in 2013
200. Newspaper Reporter
198. Enlisted Military Personnel
196. Oil Rig Worker
195. Dairy Farmer
194. Meter Reader
193. Mail Carrier
191. Flight Attendant
To see the full rankings of all 200 jobs and the report’s methodology, go to http://www.careercast.com/jobs-rated/worst-jobs-2013
Tuesday, April 23rd, 2013
Eighty seven percent of technology startups plan to hire new employees in 2013, according to an interactive report bySilicon Valley Bank, financial partner to technology, life science and cleantech companies and their investors worldwide.
In the US, this is up 14% from four years ago when the annual survey began. SVB’s Startup Outlook study, conducted in the US and the UK, also reveals that software companies plan to do the most hiring, with 90% planning to increase the size of their workforces this year.
The Startup Outlook report is based on a survey of more than 750 startup executives across the US and 125 in the UK.
See Interactive Report and additional Startup Outlook reports here.
Sectors, geographies for job hunters
The interactive report details the technology sectors and geographies in the US and the UK that are looking for employees with both STEM (science, technology, engineering, math) and general business skills.
Job seekers will find locations with the greatest need and job types in particularly high demand. Eighty-two percent of startups in the US, and 77% in the UK, said that they are looking for people with STEM skills.
One place to hunt for these jobs is via the portfolio listings of Venture Capital firms, which generally include links to the startup websites.
A bright spot in the economy
“Tech companies are a bright spot in the economy worldwide, which is evident from the significant number of startups in the US and the UK that expect to grow and hire this year,” said Greg Becker, president and CEO of Silicon Valley Bank.
“There is a lot of opportunity to put people to work at startups, which is particularly welcome news since jobs in general are recovering slowly. Investments in STEM education and policies that support tech businesses will help people take advantage of jobs, and benefit economic growth overall.”
Yet nine in 10 reported difficulty finding workers with the skills they need. For more detail on the hiring challenges startups face, visit Startup Outlook: The Issue of Talent.
Tech hubs report talent search challenges
In the US, startups in major technology hubs nationwide reported challenges finding workers with the skills they need and those numbers were highest in Texas (94%), followed by Washington (91%). In the UK, 69% of startups reported trouble finding qualified engineers.
Silicon Valley Bank conducted its fourth annual Startup Outlook survey in the US and its first survey in the UK in December 2012.
For the purposes of this study, startups are primarily defined as companies in the innovation sector with less than $100 million in annual revenue and fewer than 500 employees (US) or less than £25 million in annual revenue and fewer than 100 employees (UK). Just over 40% of the startups that are hiring in both the US and the UK had fewer than 10 employees at the time of the survey.
Results of the survey are being released in a series of reports, which are available at http://www.svb.com/startup-outlook-report/ orwww.svb.com/uk . Follow the conversation on Twitter at @SVB_Financial and @SVB_UK #StartupOutlook.
Wednesday, April 17th, 2013
Employers plan to continue hiring new employees in the second quarter of 2013, according to the results of a hiring trends survey conducted by Express Employment Professionals, the nation’s largest privately-held staffing company.
According to 566 employers across the U.S. and Canada, 38 percent of respondents plan to hire for commercial and light industrial staff – a seven percent increase from the first quarter.
Additionally, 19 percent of respondents anticipate hiring administrative and clerical employees, surpassing last quarter’s numbers by three percent.
A strong year for employment growth?
“These survey results suggest that 2013 will prove to be a strong year for employment growth in general, as well as for the staffing industry,” said Bob Funk , CEO and chairman of the board for Express Employment Professionals.
“In today’s economy, it’s more important than ever for companies to retain their top talent because of the difficulty in finding skilled workers.”
Some still finding it tough to fill new openings
According to the hiring trends survey, 43 percent of respondents said it was, “somewhat easy to very easy” to fill new staff openings in their companies – an increase of seven percent compared to last quarter.
However, 54 percent of respondents indicated that they are still having some difficulty recruiting for and filling positions, up three percent from the last survey.
Employers cited work ethic and integrity, attitude, and a credible work history as the most important considerations when interviewing and hiring new candidates, following the same patterns as last quarter.
Other studies we’ve seen here at the TechJournal suggest that certain IT positions are particularly hard to fill. Competition for employees with specialized skills is strong.
Thursday, April 11th, 2013
Can’t find skilled workers for in-demand positions? Nearly half of employers (47 percent) reported that they usually or always hire candidates who have held the same job title as the position they’re hiring for.
A new study from CareerBuilder and Economic Modeling Specialists (EMSI) shows that pursuing alternative talent pools just may be the answer.
“Nearly three-in-ten employers currently have open positions for which they can’t find qualified candidates,” said Brent Rasmussen , president of CareerBuilder North America. “Instead of waiting for the perfect hire, we see more companies hiring workers from closely-related occupations who won’t require a great deal of training and can get up to speed quickly.”
EMSI compatibility index helps assess the similarity between occupations based on the knowledge, skills and abilities they require. The following are examples of hard-to-fill jobs and occupations with compatible skills sets according to the index:
Electrical Engineering Technician (helps engineers design and test electrical and electronic equipment such as computers, medical devices, navigational and communications equipment, etc.)
Median salary: $56,950
- Audio and Video Equipment Technician – $41,808
- Camera and Photographic Equipment Repairers – $37,065
- Computer User Support Specialists – $49,046
Web Developer (designs and modifies Web sites)
Median salary: $74,859
- Database Administrator – $75,795
- Computer Systems Analyst – $78,249
- Video Game Designer – $79,310
Business Intelligence Analyst (produces financial and market intelligence by querying data repositories and generating reports)
Median salary: $79,310
- Market Research Analyst and Marketing Specialist – $60,507
- Clinical Data Manager – $73,964
- Risk Management Specialist – $59,467
Technical Writer (produces instruction manuals and other supporting documents to explain complex and technical information)
Median salary: $65,936
- Reporters and Correspondents – $35,776
- Paralegals and Legal Assistants – $47,860
- Production, Planning and Expediting Clerks – $43,409
Accountant (prepares and examines financial records)
Median salary: $62,483
- Budget Analyst – $69,617
- Tax Examiner and Collectors, and Revenue Agents – $49,961
- Credit Analyst – $61,672
CareerBuilder and Harris Interactive survey of more than 2,000 hiring managers in November 2012.
3 Occupation definitions are based on information from the U.S. Bureau of Labor Statistics and www.onetonline.org.
Monday, April 8th, 2013
In the face of an otherwise anemic jobs report, IT Employment remained strong in March.
The number of IT jobs grew 0.34 percent sequentially last month to 4,403,100, according to TechServe Alliance, a collaboration of IT & Engineering Staffing and Solutions firms, clients, consultants and suppliers.
With the upward revision in February’s numbers from 0.38 to 0.71 percent, IT employment has grown by over 4.96% since March 2012.
“While I know the overall jobs report disappointed most observers, I am pleased to see that IT continues on a steady growth trajectory,” observed Mark Roberts , the CEO of TechServe Alliance.
“Based on the data and anecdotal reports I hear from my member companies, demand for IT talent remains very strong with shortages in many skill sets. We continue to believe the sector will remain a bright spot in the economy throughout 2013,” added Roberts.
For complete March 2013 IT Index see:http://www.techservealliance.org/pressroom/documents/IndexreleaseApril2013.pdf