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.

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.

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.

Depression in IT and Habits that Can Help Make You Happier Proven by Neuroscience

Depression in IT and Habits that Can Help Make You Happier Proven by Neuroscience

Depression is a serious condition that affects approximately 19 million Americans. That’s 9.5% of the population. IT professionals are far from exempt from this sometimes crippling condition. Between long hours alone at a desk, and sometimes impossible due dates, some IT professionals can easily start to feel overwhelmed.

The Upward Spiral: Using Neuroscience to Reverse the Course of Depression, One Small Change at a Time by UCLA neuroscience researcher Alex Korb may have some insights that can swing the momentum from a downward spiral into an upward climb.

Here are 4 habits you can implement in your life to help with depression:

Ask Yourself What You’re Grateful For

The Science:The benefits of gratitude start with the dopamine system, because feeling grateful activates the brain stem region that produces dopamine… [Additionally,] trying to think of things you are grateful for forces you to focus on the positive aspects of your life. This simple act increases serotonin production in the anterior cingulate cortex.” – The Upward Spiral

The antidepressant Wellbutrin boosts dopamine, and Prozac (also an antidepressant) is taken to boost the neurotransmitter serotonin. If simply starting a gratitude journal can also help with dopamine and serotonin, why not try? Of course we don’t recommend quitting any of your prescriptions, but starting a gratitude journal, or just taking a little time out of your day to think about what you’re grateful for, can go a long way.

Determine, Concretely, the Emotion You’re Feeling

The Science: “…in one fMRI study, appropriately titled “Putting Feelings into Words” participants viewed pictures of people with emotional facial expressions. Predictably, each participant’s amygdala activated to the emotions in the picture. But when they were asked to name the emotion, the ventrolateral prefrontal cortex activated and reduced the emotional amygdala reactivity. In other words, consciously recognizing the emotions reduced their impact.” – The Upward Spiral

This shows that rather than suppressing the emotions you are feeling, you should seek to describe them. The act of determining what emotion your feeling can actually help to reduce that particular emotion.

Make a Decision

The Science: Making decisions includes creating intentions and setting goals — all three are part of the same neural circuitry and engage the prefrontal cortex in a positive way, reducing worry and anxiety. Making decisions also helps overcome striatum activity, which usually pulls you toward negative impulses and routines. Finally, making decisions changes your perception of the world — finding solutions to your problems and calming the limbic system… [Additionally] actively choosing caused changes in attention circuits and in how the participants felt about the action, and it increased rewarding dopamine activity.” – The Upward Spiral

So, if you’re stressing yourself out over something, making the decision to do something about it can actually help to put your mind at rest. But don’t make a decision to do something that is too far out of your reach, doing too much at once can actually cause more stress and inevitably led to failure.

Make more Physical Connections with The People in Your Life

The Science: “One of the primary ways to release oxytocin is through touching. Obviously, it’s not always appropriate to touch most people, but small touches like handshakes and pats on the back are usually okay. For people you’re close with, make more of an effort to touch more often… A hug, especially a long one, releases a neurotransmitter and hormone oxytocin, which reduces the reactivity of the amygdala.” – The Upward Spiral

As they mention in The Upward Spiral, you don’t want to start touching everyone you encounter indiscriminately, but increasing the amount of physical contact you have with others in your life can help to improve your mood.

Whether you’re stressed, anxious, depressed, blue, or none of the above, give these four exercises a try to see if they help to improve your mood.

The Trouble with Automating Recruiting

The Trouble with Automating Recruiting

So many things in life have become automated, – shopping, banking, eating, etc. – and most of these automated processes help to make life simpler. Recruiting is no exception to the automated revolution.

There are dozens of online job boards, job applications, and vendor management systems that many companies have tried to take advantage of. Automating the recruiting process in its ideal state would mean; being able to find your next top employee without even having to meet them in person.

However, automating the recruiting process isn’t all moonlight and roses.

Resume Overload

Posting a position online can bring in hundreds of resumes that you will have to cull through. While more resumes may seem like a positive, quantity does not necessarily equate to quality.

Unqualified Candidates

Many online job candidates will send their resumes in for positions for which they know that they are unqualified. After all, they simply need to upload a resume and possibly update their cover letter to apply for the position. This means there are far more unqualified applications in your inbox.

Less Follow Through

With so many applications to look through, responding to every single one of them can take up far too much time. However, not responding to even the highly underqualified applications, can leave some disgruntled talent who may share their distaste over social media, damaging your brand.

Overall, automating the recruiting process is intended to save time and energy, but with the overload of resumes to cull through, it can end up taking just as long as, or sometimes longer than, if you had met with your top candidates in person.

Some candidates sound great on paper, but when met in person you can can discover they may not be the best fit for your company. Coming face to face with prospective talent is an important part of the recruiting process that should not be skipped.

One of the best ways to automate the recruiting process without taking away the face to face aspect of the task, is to hire a trusted advisor to do the heavy lifting for you. At HT Partners, we’ll present you with the top talent that fits best with your organization so you can be free to do your job. Call us at 847.202.3242 to learn more.

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