The Talent War is Over, and You Lost

The Talent War is Over, and You Lost

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.
To have someone contact you click here or email us at connect2htp@htpartners.com.

How are you Handling Resume Fraud?

How are you Handling Resume Fraud?

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.

Top 10 Hardest to Fill IT Jobs

Top 10 Hardest to Fill IT Jobs

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

Data Manager

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

Cybersecurity Consultant

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

Database Architect

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

Salesforce/CRM Developer

The Salesforce/CRM Developer is responsible for setting up, modifying and building database driven internet applications.

Time to fill: 54 days

Java Architect

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

Systems Analyst

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

SAP Manager

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

Technical Manager/Director

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.

How the Talent War is Hurting Your Business – Innovation

How the Talent War is Hurting Your Business – Innovation

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.

Challenges IT Hiring Managers will Face in 2017

Challenges IT Hiring Managers will Face in 2017

IT is one of the fastest growing professions in the world. More and more companies need qualified IT professionals to remain relevant. With the high demand for talent, it’s no surprise that the challenges facing IT hiring managers in 2017 will be the same challenges they have faced in earlier years.
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The two main challenges that IT hiring managers will face in 2017 are;

  • Recruiting High Skilled Applicants
  • Retaining Top Talent

Recruiting Top Talent

In order to remain competitive in the job market, many companies have discovered the top three strategies are;

  • Improving benefits
  • Increasing compensation
  • Invest in training and developmental opportunities for internal candidates

Even with competitive salaries and benefits, it can be hard to attract the candidates you need to fill the gaps in your workforce. Because of this difficulty, many recruiters have decided to automate the process. Unfortunately, automating the process also has its own pitfalls.

The recruiting process can be long and unrewarding. If you’re at a standstill and need to fill a position fast, hiring a trusted advisor may be your best choice. Here at HT Partners, we will help you find talent that fits in with your team.

Retaining Top Talent

Even with organizations raising salaries and improving benefits, talent is becoming harder to retain. Per the latest quarterly Workforce Vitality Report from ADP Research Institute and Moody’s Analytics, salaries have steadily been rising this year. This means that someone who took a job in the beginning of the year, could quit and easily find a higher paying job for the same work.

“Employees in the information industry are experiencing some of the highest growth in wages, while overall employment growth in this area is relatively slow,” said Ahu Yildirmaz, vice president and head of the ADP Research Institute®. “I believe this is fueled by a war for talent among information industry employers who are increasing wages to attract and retain top talent.”

The most effective strategies to retaining your talent are the same as what attracts employees to your business in the first place;

  • Improving benefits
  • Increasing compensation
  • Invest in training and developmental opportunities for internal candidates

As ever more IT positions are opening, IT hiring managers will be facing an increasing number of talent acquisition and retention problems. To get a head start, you can take advantage of a trusted advisor to do the first step for you. At HT Partners, we’ll present you with the top talent that fits best with your organization. Call us at 847.202.3242 to learn more.

Top 5 Ways to Bridge the Talent Gap

Top 5 Ways to Bridge the Talent Gap

The current economy is driven by science and technology, and because of this more and more businesses need IT professionals to help keep their organization adaptive to the newest innovations.
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Unfortunately, building a workforce with skilled IT professionals is easier said than done. It’s no secret that the tech industry has been suffering from a talent shortage, but according to a recent survey conducted by IT outsourcer Harvey Nash and auditing firm KPMG, it may be worse than you think.

3,000 technology leaders were questioned for their annual CIO survey, and when asked if IT hiring challenges were hurting the industry, a surprising 65% responded yes. This is a 6% rise from last year when only 59% believed that the shortage was hurting the industry.

So, how can CIOs bridge this talent gap?

Top 5 Ways to Bridge the Talent Gap

1. Determine Your Business’ Needs

Every business’ talent gap is different. While one company may need a qualified data analytics expert, another company may not. Determine what skill set you need to fill your team.

What kind of IT staff does your organization currently need?

Look ahead: what kind of IT staff will your organization need in the future?

Don’t simply think about now, make sure you have enough IT professional to fill the skill set you need for the future. Where do you want your company to be next month? Next year? Decide what your future goals are and determine the skill set you will need to make this happen.

2. How Big is Your Gap?

Once you’ve determined your business’ IT skill set requirements, it’s time to figure out where the gaps are in your team. Do your employees have all of the skills necessary to your business for future growth? Are there holes you need to fill?

To find out what gaps you have in your workforce, a skills analysis is a great tool. With this tool you will be able to see your teams strengths and weaknesses. This is not only a great tool for CIOs but for IT professionals as well. A skills analysis helps to let employees know what the companies goals are and what skill sets are needed to achieve them.

A skills analysis when done properly, and well before your direly need a certain skillset, is a good way to help your current employees succeed.

3. Set Up Training Programs

Thanks to the skills analysis, rather than trying to find a new employee with the perfect skill set you will have the time to train your current team for the skill sets you will need in the future.

With the IT talent shortage it’s more important than ever to do all you can to retain your current talent. By offering learning programs to your current employees, you not only help fill the skill gaps in your workforce, but are investing in the futures of your employees. This investment is crucial to talent retention.

4. Allow For Growth

One thing that IT professionals note as being important to job satisfaction is the ability for growth within their company. Examples of employee growth within a company would be mentorships, skill training, and ensuring there are opportunities for advancement within the company.

Retaining talent and being enticing to new talent relies heavily on creating an environment that allows IT professionals to remain relevant and marketable by growing their skill sets.

5. Help Cultivate the Next Generation

Simply having your own house in order doesn’t mean there isn’t still a talent gap problem. A great way to do your part in truly closing the talent gap is by helping to shape the next generation of talent.

A few ways you can do this is by joining a local school board to influence the schools curriculum, exposing students to the latest trends and technology, and offering internships or part time employment to high school students to ignite their interest in the industry.

How are you bridging the talent gap in your organization? Let us know in the comments below.

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