Mistreatment is the #1 reason people leave tech jobs according to the Tech Leavers Study a one-of-a-kind national study that looked into why people in the tech industry voluntarily left their jobs.
What the study found was that workplace culture drove turnover which had a significant impact on the retention of underrepresented groups. This turnover costs the tech industry more than $16 billion each year.
Here are just some of the key findings of the study:
- Nearly 40% of respondents cited mistreatment or unfairness.
- Underrepresented men were most likely to leave due to unfairness.
- 1 in 10 women experienced unwanted sexual attention
- LGBT employees were most likely to be bullied and/or experience public humiliation.
- Underrepresented men and women of color experienced stereotyping at twice the rate of White and Asian men and women
- 30% of underrepresented women of color were passed over for promotion.
We know that tech has a problem with diversity. There aren’t enough women or people of color entering the tech industry. While there may be some debate about why that is, especially in light of Google Memo posted a couple of weeks ago, we do know that the culture can be an echo chamber of old and outdated beliefs and attitudes.
The good news is, there’s a lot of room for improvement. You may not be able to hire a chief diversity officer, but you can implement these strategies to retain the diverse culture you may already have and to attract more women, people of color and lgbt people to your company.
Fix the Culture – Nearly two –thirds of tech leavers said they would have stayed if they culture had been fixed. Ask around and find out of your talent feels mistreated or feels as though they are being treated poorly or unfairly. The change in culture needs to start from the top down and it needs to be comprehensive. According to the study diversity and inclusion should be treated as a business strategy.
Core Values – Companies need to identify a core set of values and develop a code of conduct that strives to eliminate mistreatment and unfairness. It’s not enough to identify the problems, they must also be addressed and altered. Companies must be prepared to identify and discipline people who violate the core values.
Fairness – Companies also need to willingly audit performance management and compensation practices for bias.
Tech can save billions of dollars in retention and reputation costs if they focus on building an inclusive and fair culture.
Diversity encourages growth and development of out-of-the-box thinking, you want to attract a more diverse culture if you want to succeed in business these days.
What are you doing to ensure your company is attracting women, people of color, misrepresented men and lgbt people?
Are you hiring candidates your recruiter only considered for 6 seconds?
“On average, recruiters look at a resume for about six seconds before they make a judgement,” said Chris Dardis, Vice President of Human Resources at Versique, a Twin Cities job search and consulting firm.
He went on to say: “Keywords are more important than ever in 2017, because of applicant tracking systems,” said Dardis.
At Horizon Technology Partners we don’t use algorithms, and we don’t use tracking systems – we build relationships.
We don’t present you with candidates we’ve only seen on paper. Every candidate we present to you is someone with whom we have a relationship. Someone we know will be an exceptional match for the job at hand, and a great fit within your company’s environment.
But don’t take our word for it, here’s a letter from a hiring manager who was pleasantly surprised at the process and the candidates.
I wanted to thank you for making the process of finding the right talent such a pleasure. When I took over this position I was excited to work with the talented individuals in the department, I was not looking forward to filling the open position that desperately needed to be filled. I’ve worked with several recruiters so I assumed that HT Partners would be no different. I assumed that I would be given a stack of candidates culled from the same old tired online recruiting sites, candidates who had little chance of filling the role I needed filled.
Imagine my surprise when I didn’t get a stack of resumes (or links to them)? I was presented with two very well qualified candidates who both would have been wonderful in the position. It’s been a long time since I had to make a hard choice between two such talented people. And, I can’t remember the last time the recruiter worked with me so closely to determine which candidate would be the better choice. You’ve made the process more than effortless, you’ve made it enjoyable and I look forward to the next time I need to fill a position.
If you’re tired of culling through the same old, tired resumes give us a call, we’ll find the right person for your position, though it will take longer than 6 seconds.
You may be able to attract some of the best talent, but odds are you aren’t able to retain it. Up to 75% of workers are dissatisfied with their current job. They are passive job seekers – always on the lookout for something better.
In fact, they are so dissatisfied with their current job they’re actually considering freelancing – a gig that requires more hours and pays less and has none of the benefits most corporations offer.
I’ll repeat that – they would rather work harder and longer for less money and have no benefits than work for you.
So how do you prevent your top talent from becoming passive job seekers?
By providing an environment where they feel valued and appreciated, and most importantly, hiring the right people for the right job.
Toss out bias-prone selection methods such as resume screening, unstructured interviews and instead use professionals who employ personality and ability assessment methods to provide the right talent for your company.
Choosing or discarding a candidate because of what’s on their resume is a sure way to staff your company with “quality” candidates with great pedigrees, but that doesn’t mean they belong in your company.
Do yourself and your talent a favor and create an environment filled with people who work well together. Appreciate their contribution, and acknowledge it, and you’ll keep your best talent from passively looking elsewhere.
At Horizon Technology, we provide top IT talent to fit your needs. We match the candidate with the company based on more than just a resume. To learn more, give us a call at 847-202-3242.
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We talk a lot about the challenges IT hiring managers face – finding skilled IT talent and retaining talent. However, we haven’t talked about resume fraud, a growing concern for hiring managers.
According to Steven D. Levitt, co-author of Freakonomics and an economics professor at the University of Chicago, upwards of 50% of candidates lie on their resumes.
Resume fraud happens in every industry, but it is rampant in IT. According to a survey by CareerBuilder, 63% of IT employers have caught a candidate in a lie on their resume.
While most of those lies, such as date padding for those who have been out of the job market longer than six months and exaggeration of responsibilities, may seem harmless enough other candidates are faking degrees and previous work experience.
It gets worse. Candidates have been known to copy and paste content from other resumes and some have even gone so far as to outsource their interview.
There are even services available that provide fake credentials and references. A candidate can purchase a bachelor’s degree – including transcript and letters of recommendation for about $199.
Managing Resume Fraud
If you’re a hiring manager, you’re well aware of many of the tactics used by unscrupulous candidates. You also know how time consuming it can be to do the necessary detective work to find out if your candidate is who they say they are. Most importantly, you know how important it is to weed out these candidates and make sure they aren’t hired.
While no method is 100% accurate, at HT Partners we’ve developed processes to weed out these candidates, saving hiring managers time, money and frustration. When we present a candidate to you for hire you can be assured they have been properly vetted. You can feel secure in knowing the candidate and their credentials are for real.
To learn more about HT Partners, give us a call at 847-202-3242.
The talent war has been raging for decades with nary an end in sight. The shortage of talent can be felt by everyone and most have agreed that it negatively impacts business. While many IT positions are hard to fill, for some it seems nearly impossible to find talent to fill them.
The data below is based on an analysis from the Burning Glass database of job postings collected from over 40,000 websites, job boards, and online sources from September 2015 to August 2016.
Here, based on the aforementioned data, are the hardest to fill IT positions.
Systems Integration Engineer/Specialist
Systems integration engineers are responsible for the design, implementation, and integration of building systems solution.
Time to fill: 51 days
A Data Manager is responsible for developing, implementing, and enforcing proper data collection policies and procedures.
Time to fill: 51 days
Embedded Software Engineer
An Embedded Software Engineer is responsible for developing, implementing, and maintaining a specifically designed software. Time to fill: 52 days
A Cybersecurity Consultant is an expert who helps an organization design and implement the best security solutions for their specific needs.
Time to fill: 53 days
The Database Architect is responsible for determining the structural requirements based on the organization, and then developing and installing solutions.
Time to fill: 54 days
The Salesforce/CRM Developer is responsible for setting up, modifying and building database driven internet applications.
Time to fill: 54 days
A Java Architect helps to achieve an organizations goals by defining, integrating, and maintaining a comprehensive architecture to support Java applications.
Time to fill: 63 days
A Systems Analyst is responsible for implementing computer system requirements by defining and analyzing system problems, and then designing and testing standards and solutions.
Time to fill: 63 days
The SAP Manager oversees all activities related to SAP implementation projects. They must ensure all SAP project goals are accomplished per specifications and business objectives.
Time to fill: 64 days
The Technical Manager/Director works with other departmental managers to ensure their team’s technological developments align with the company’s goals.
Time to fill: 107 days
If you’re having any trouble filling any of the roles listed, be sure to contact HT Partners. We’ll be your trusted advisor and help you find these illusive professionals.
Finding skilled tech talent is hard. The shortage of skilled tech workers has become a top issue in many businesses throughout the country.
As the war continues to rage, it’s become necessary for companies to offer increasingly more compelling compensation packages to stay competitive in the job market. However, the talent war is hurting companies in far more ways than one.
The talent war seems to be a never-ending cycle.
In a recent survey conducted by indeed, 86% of respondents claimed that is was challenging to find and hire technical talent. In fact, 75% of the respondents said that the time it takes to fill a position has increased in the past three years.
Does this process look familiar to you?
Step 1: A new position opens in your company and you must find a qualified candidate to fill it.
Step 2: While you wait to find a new qualified employee to take over this position, you must fill that position with one of your current employees.
Step 3: The employee that has taken on these new responsibilities in addition to their own, starts to become burned out and realizes they could go to another company for better pay, and not have to work as hard.
Step 4: Rinse and repeat.
When positions are not filled, the responsibilities fall to employees who are currently with the company. This increase in responsibilities causes burnout and eventually a higher turnover rate.
In what ways is the talent war harming business?
The aforementioned Indeed survey queried over one thousand tech hiring managers and recruiters to better understand just how the talent war is effecting business.
One of the questions these hiring managers and recruiters were asked was this;
How do you feel the tech talent shortage has affected your business?
83% of the respondents replied that the talent war has hurt their business in at least one of the following ways:
- Lost revenue
- Slower product development
- Market expansion
- Increased employee tension and burnout
While only 16% of the respondents replying that the talent war has not hurt their business.
The overwhelming response was that yes, the talent war has had negative effects on most businesses. As companies try to remain competitive in the marketplace, they must move into new markets and not only keep up with the latest technology, but remain innovative.
Innovation during the talent war.
The struggle to find talent obviously has negative effects on how well business can be run.
- Stunted revenue
- Slowed production
- Stunted company expansion
- Increased employee tension/burnout
These negative results of the talent war lead to one thing in a business: a loss of innovation. Without talented employees to help grow the company, innovation slows to a snail’s pace.
A top priority for 2017 should be to make sure your team is filled with talented workers and that your current workers aren’t at risk for employee burnout.
If you’re having trouble filling those positions, be sure to contact us at HT Partners. We’ll be your trusted advisor in this endless battle and do all the heavy lifting for you. We find the top talent in the industry and match them to meet your business needs. Call us at 847.202.3242 to learn more.