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The Recruiter is a blog for workers in technology and professional markets to learn about hot fields and hiring trends from your friends at Yoh.
Yoh is one of the largest providers of talent and outsourcing services to customers in the United States. With over 374 million USD in total sales, Yoh operates from more than 75 locations and provides long- and short-term temporary and direct placement of technology and professional personnel, as well as managed staffing services, for the information technology, scientific, engineering, health care and telecommunications communities. For more information, visit Yoh is part of Yoh Services LLC, a Day & Zimmermann Company.

Our Team

Editor: Bill L.
Writers: Amy D., Anna M., Connie V., Roseanne D.



June 25, 2008

Companies adapt to compete in ‘war for talent’

CNET’s Dan Farber had a great blog post last week featuring JP Rangaswami. In this post, Rangaswami argues that the corporate world is experiencing a ‘war for talent.’ He explains that with companies out to attract the best talent, employers shouldn’t offer larger salaries or better fringe benefits, but rather, should be open to partnering with competitors to foster new ideas.

So what will this change mean for the workforce? It means there will be a different side to the corporate environment. Employers will need to be pro-active and build relationships and network themselves. Employers, customers, suppliers, and even, to some extent, competitors, will be able to play off of each other to recruit and retain the best talent.

So as the best and most talented prospects around, you should do the same thing. Connect with others in the industry and form networks that will open you to new avenues and contacts. It never hurts to know too many people in the business world.

Posted by Roseanne D.

June 09, 2008

Lingering thoughts from SAPPHIRE

As I’m sure all of our loyal readers know, we returned from SAPPHIRE, SAP®’s annual international customer event a few weeks ago, and it was great! Not only did we get to meet and greet some awesome people, but it was a chance for us to really see what was going on in the SAP space.

Our commander-in-chief, Bill Yoh, participated in a panel called “Competing on Talent,” and discussed enterprise skills trends. Joining him on this panel was Jon Reed, who actually wrote up a nice blog post on the panel, and another on the overall conference that I recommend you check out.

So what did this panel discuss ERP skill sets? A bunch of different topics come to mind, including how the skill set is changing, and expectations must be modified as a result. Bill highlighted what he thought was key—that now, businesses don’t just need someone with technical skills, but rather, with a “trifold of needs.” Meaning that, sure, the tech skills are important, but so is a knowledge of the SAP space, and the functional skills associated with it.

Overall, it was a great discussion, and an interesting and informative conference to attend.

Posted by Amy D.

January 24, 2008

Job boons for boomers

For baby boomers, the recession threat might only apply to hair lines, not bottom lines, thanks to recent news from IBM. Last week, the tech company joined the Partnership for Public Service to launch a new program aimed at giving boomers a second career with the federal government.

This program, called the FedExperience Transitions to Government, will help seasoned IBM employees launch a second career with the U.S. Department of Treasury. The timing for this partnership couldn’t be better. On one hand, the government will be looking to fill 193,000 jobs, including positions in information technology, just in the next two years. On the other hand, federal jobs often come with appealing benefits such as flexible work schedules, teleworking and job sharing – all attractive to semi-retired boomers. The result, according to Anita Bruzzese on 45 Things: The program will help combat worker shortages, while filling some of the government’s critical positions.

Overall, it’s an interesting response to the ongoing fear that boomers hitting retirement will cause a severe brain drain, and sap the economy of some of its most valuable and talented workers. Any boomers out there care to chime in? What you do think about the FedExperience program? Would it entice you to stay in the workforce longer? What other companies do you think would benefit from programs like this?

Posted by Anna M.

January 23, 2008

The mother of all prediction lists

Today's award for “Masterful List Compilation” goes to George Lenard over at George's Employment Blawg for his comprehensive, pull-from-all-corners take on the 2008 workplace. His predictions run the gamut from tech, productivity and job growth; to HR, work-life trends, regulations and more.

In case that's not enough for you, here are several 2008 predictions from our tech recruiting perspective to consider:

1. The IT talent pool will continue to drain at a steady rate, bringing the shortage to an all-time high, and forcing U.S. companies to consider alternative sourcing methods.

2. The shortage also will compel managers to reexamine who they're hiring, and for what. Look for a rise in combined staffs, where full-time workers handle routine development and maintenance, and consultants augment projects with specialized skills.

3. IT, tech and engineering programs will step up high school and college recruitment in an effort to stop the brain drain at its source, and train more qualified workers for the hiring pipeline.

Keep checking back for updates as to whether or not these predictions pan out!

Posted by Jim L.

November 15, 2007

Back from the brink—with Yoh in tow

ComputerWorld’s 2007 Jobs Report: Back From the Brink hit virtual shelves today, with Jim’s analysis hot on its heels.

If you’re fast out the door today, and can’t read the articles in-depth, here’s the main takeaway: IT salaries are up. So are hourly wages. Both outpace the general work force’s wage gains. (Just what we’ve been saying for a while.)

Or, if you have time between coffee chugs for a slightly longer recap, check out Ben Worthen’s summary over at WSJ. He encapsulates the points from the in-depth articles accompanying the study, such as info about the gender wage gap and the need for “soft skills.”

Anything we missed? Drop it here. Thanks!

Posted by Christy H.

November 08, 2007

Silicon Valley or bust

Actually, make that Silicon Valley won’t bust. For all of you shivering in your boots that the current start-up boom is doomed to fail a lá year 2000, put those fears aside. WSJ reporter Rebecca Buckman says this cycle will eventually turn down again, but it won’t have the same crushing economic impact the dot-com crash did.

Why the relative optimism? Well, the conspicuous consumption of the 90s is less du rigueur now, so companies are requesting and using less venture capital. Plus, the start-up marketplace is cheaper. Equipment is more affordable, many software apps are open-source and it’s easier to offshore jobs.

That means fewer investors and less money are tied up in tech start-ups’ fates. And that will be a blessing when (not if) the market goes south, because the shift won’t take so many dollar signs with it.

Now let’s look at what this macro view means for your micro working world. While not the runaway trains of the 90s, Silicon Valley companies are still hiring and growing at a strong clip, which can create excellent job opps for IT pros who fit the bill.

I did some regional breakdowns for in-demand skills based on the latest Yoh Index, and I think my Silicon Valley segment will give you some helpful insight. Let me know what else you’d like to know about this market, and I’ll do my best to get the answer!

Posted by Jim L.

November 02, 2007

IT is the future’s “It” industry

Circle 2014 on your calendars, job-seeking IT folks. That’s when the tech industry expects to have created 368,000 new jobs, mainly in computer software engineering, analysis and administration.

This good news is courtesy of the Bureau of Labor Statistics, whose most recent data says nine of the 10 fastest-growing jobs are in the information technology or health care sectors.

Small wonder, considering that our ever-expanding global economy has created an ongoing need for computer networks that need to be international, intricate and impenetrable, all at the same time.

The report also supports last week’s Yoh Index findings, which pointed to growing demand in the upcoming year. So let’s hope the momentum—now, and seven years from now—goes as predicted, and takes our entire industry along for the ride.

Posted by Christy H.

October 31, 2007

R.I.P print classifieds

Happy Halloween, Recruiter readers! Though I’m sure you’re eager to dress as your favorite celebrity, the stand-by Frankenstein’s monster or another creepy crawly of the night, let me tell you one place you don’t want to put a mask: over your Facebook picture.

That’s because Facebook, LinkedIn and other social networking sites have surpassed print as the most useful place to find IT staff, says the Association of Technology Staffing Companies in a recent survey.

This is not to say that job boards, advertising and (of course) recruitment firms aren’t effective hiring methods. But the very nature of social networking—connecting with people of similar skills, backgrounds and interests—perfectly lends itself to targeted talent hunts.

It works in reverse, too. Job hunters can use social media to get in front of recruiters and prospective employers. Plus, it’s a great way to start dynamic conversations with industry peers, and gain competitive intelligence about job opportunities along the way.

Just make sure to keep your profile clean, professional and in line with your personal brand. That means getting rid of any inappropriate pictures and wall postings. Also, be completely accurate and factual in your previous job descriptions.

Above all, don’t write disparaging comments about your current company or boss. Such comments will come back to haunt you, and not because it’s Halloween.

That said, creating a profile that says “You want to hire me!” is just a few clicks away. And your new job might be mere steps beyond that. Now that’s not so scary, is it?

Posted by Roseanne D.

October 30, 2007

Pssst! Guess what I heard about pet peeves…

Are you a gossip? Clutterbug? Poor time manager? If so, take note: You’re driving your coworkers bonkers.

That’s because gossip, messiness and poor time management lead the list of office pet peeves, says a just-released Randstad survey. Other aggravations included strong scents, loud noises, overusing personal communications devices in meetings and eMail misuse.

What I found even more interesting was the breakdown of employees’ responses to each annoyance. For example, people dislike gossip in the workplace, yet 41 percent choose to say nothing about it to the gossiper or supervisors.

That means the gossip continues unchecked. And who is there to listen? The very coworkers who say it’s a pet peeve.

Hmm. Seems to be a catch-22. However, I think two office realities are in play. The first is that people often rely on gossip to negotiate office politics. If they plug the hole, they might lose out on valuable information.

And the other is that people don’t mind gossip as much as they say they do. They just mind when the chatter is about them.

Here’s the bottom line: Open, frank communication with coworkers and supervisors is always a great starting point for any workplace issue, from basic peeves like overwhelming perfume use, to more serious matters like performance reviews.

And if you’re a consultant, here’s a special set of tips for handling office gossip, and avoiding a spot on someone else’s top pet peeves list.

Posted by Anna M.

October 18, 2007

The IT law of supply and demand

I don’t know if there are any economists reading The Recruiter, but if you’re out there, I think you’ll enjoy this article from Techdirt.

In a nutshell, author Tim Lee says basing IT shortage figures only on the number of available jobs is misguided. Rather, the focus should be on jobs at a particular price range. Here’s his Econ 101 summary:

If the number of jobs exceeds the number of workers at a given wage, wages will get bid up and some employers will choose to let some non-essential jobs go unfilled. Conversely, if there are more workers than jobs, wages will fall, causing some firms to expand more aggressively than they would have at the higher wage. The number of jobs isn't fixed, it varies depending on how high salaries are.”

The real-world data supports his point—just look out for the Q3 2007 Yoh Index of Technology Wages which will be released next week.

So, if we’re following Tim’s analysis, rising wages means available jobs outnumber available workers. The result is the industry talent shortage, something we’ve often discussed here.

For extra credit, read the original BusinessWeek piece that fired up Tim’s brain cells. We’ll tackle the immigration debate in another post, once everyone recovers from having to remember basic economics!

Posted by Anna M.