The Recruiter

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

This week’s office gossip

“Omigosh, I heard that Pizza by Alfredo’s filed a law suit against Michael for holding that poor delivery boy hostage all night. And did you know that Kelly faked she was pregnant just to get Ryan to go out on a date with her? She’s crazy! I would never mess with the boss like that…”

Sound familiar?  Exchanges such as this may sound like something out of an episode of NBC’s “The Office,” but they are more common in real life than you may think.

Steelcase, a Michigan-based office furniture manufacturer, recently surveyed 700 American office workers and found that office gossip is still very much a part of normal relations.  Nearly 66 percent of employees surveyed said that coworkers routinely gossip about company news.  And of workers at companies that use formal communication methods for disseminating company info, 28 percent still use the gossip mill as their primary news source.

Is all this back office chatter really a good thing?  Well, it can be.  Employee conversations held at the water cooler (or in the office kitchen/break room which is the new gossip hot spot, hosting 36 percent of conversations) can humanize employees and provide a refreshing break to the day.  Plus, they’re a good chance for newbies to learn the unwritten rules of the office (“Don’t leave your dirty dishes in the sink!”) and superiors (“What are you crazy? NEVER go to the boss’s office without an appointment!”).  These impromptu gossipy exchanges can expose you to the practices that will make you a better employee and colleague.

With that said, be sure to steer clear of personal gossip.  Rumors about your coworkers' personal lives and habits decrease employee morale and trust levels, hinder teamwork, and ultimately, threaten your own reputation—and even your job. 

So who’s most prone to office gossip?  Let’s just put it this way:   Don’t tell your deepest, darkest secrets to younger coworkers.  According to the Steelcase survey, 18 to 24-year-olds are the least likely to keep information private.  Alternatively, 55 to 64-year-olds are the most trustworthy, with 48 percent being able to keep quiet.

Posted by Christy H.

Tech jobs increase slowly, but surely

The tech bubble's burst was a pop heard 'round the world—or at least 'round the IT industry. Even now we feel its effects, as tech job creation continues to lag behind private sector job growth.

Still, we have reason to hope, thanks to analysis from the American Electronics Association (AeA). AeA's latest report, which looks at data from the Bureau of Labor Statistics, highlights 118,500 new high-tech jobs for the first half of 2007, a 2 percent increase overall.

This year also marks the first time since the bubble burst that all four tech sectors—manufacturing, communications services, software services and engineering and tech services—saw an increase in jobs.

Manufacturing was at one end with a 0.1 percent rise. Engineering and software, each up 3.3 percent, were at the other.

This report has a few implications to consider:

* Engineering and software services are the only service sectors keeping pace with private sector job growth, also at 3.3 percent. Such job availability and security will be attractive to job seekers, and is likely to pull top talent.

* While tech's overall gain is a little less than last year's 143,000 additions, each sector experienced some growth, boding well for continued upward trends.

* The tech industry pays 86 percent more than average private sector jobs, and supports other job functions, as AeA president William T. Archey points out. The economy benefits as a result, and helps make tech jobs indispensable (and thus more secure).

How do these numbers look from the ground? What new jobs have cropped up in your organization, and who's showing up to fill them?

Posted by Jim L.

TGIF: Thank god it's freelance

Another work week is waning, and we're all thinking how pleasant it would be to stay home on Fridays ... or every day, for that matter, on our own schedules with our own projects. But if your desire to go it alone is becoming a Monday-thru-Thursday wish as well, it might be time to consider consulting.

As it turns out, 45 percent of you already are considering it. And your timing couldn't be better, says a survey from Sologig.com. Companies are depending more and more on a contingent workforce to keep up with qualified labor shortages, and they’re paying very well for those services.

This is most evident in IT, where the dearth of high-impact talent is prompting 56 percent of IT employers to say they'd pay $50 or more per hour -- sure beats the average American worker's salary of $17.45 an hour.

One other tip before you break out the bunny slippers: When registering with a talent placement firm, choose one that specializes in your field. (Yes, of course we at Yoh are going to tell technology pros to do that, because you're our specialty!)

But seriously, look for agencies with extensive employer connections in the fields where you want to work. It increases your chances of landing just the right gig, from responsibilities and pay, to growth opportunities and educational advancement. And that's bound to make your Fridays even more enjoyable!

Posted by Anna M.

Smile and say “technology!”

Polish those pearly whites, everyone. Japanese company Omron Corp. has released new “smile-checking” software that instantly measures a person's happiness level.

The program analyzes wrinkles around the mouth and eyes, the space between lips, and other facial features to generate “smile ratings”-- basically, how happy or sad you are at a given moment. The company sees the software being useful in service industries, where positive attitudes and friendliness are critical for building relationships with customers.

However, does it worry anybody else that we're relying on robots to monitor human emotion? Surely we're not so far removed from one another in the workplace that we can't depend on face-to-face management to gauge when coworkers are grumpy or dissatisfied.

The irony is, using this software to monitor employees might only aggravate existing morale problems. If I were in customer service, and my manager told me to say cheese for the smile-robot, I'd be offended.  Plus, I’d be worried about why she couldn't figure out my true attitude on her own through reviews, meetings, and daily communication.

Besides, the smile checker could give ineffective managers an easy out. Why bother to keep employees happy and fulfilled with constructive leadership and fresh challenges -- and make those smiles genuine -- when you can use a digital watchdog to browbeat them into beaming?

But I'm getting ahead of myself. Let's first see if this technology even makes its way to the U.S., or becomes widespread. Until then, grin and bear it. ;-)

Posted by Roseanne D.

Can't get no (job) satisfaction?

Quick! Choose five coworkers, and count off three of them. You now have the ratio of American workers who say they are satisfied with their careers.

That's what job search Web site SnagAJob.com discovered when it surveyed 1,000 adults across the country, and learned that 61 percent are “very happy” in their current roles. Other factors that upped the happy ante included working in the West and being married. (Colorado newlyweds must have it great.)

But I'd like to know what “happy” really means for these employees. Happiness could spring from many different sources, like fair bosses and comprehensive health benefits, or flexible hours and fantastic pay. Or maybe it's something individual and intangible, like enjoying where you are in your life, and choosing jobs that fulfill you, rather than pay the bills.

Conversely, why are two out of five workers not so hot for their 9-to-5s? They might have been grumpy or disgruntled the day the survey was taken. Or their response could signal deeper, more lasting workplace issues, such as weak management support, little to no appreciation, or lack of engaging challenges.

It goes without saying that keeping a finger on the employee satisfaction pulse is one of HR's primary functions. I'm curious to hear what managers and employees think about this survey. In your experience, how is job happiness defined? How do you make it happen in your office and in your personal career decisions? Let us know here -- thanks!

Posted by Anna M.

Executive IT recruitment down almost 14 percent

The tech industry saw 13.8 percent fewer executive searches in Q2 2007 -- the largest drop of any job sector -- according to the latest study from the Association of Executive Search Consultants (AESC).

But don't panic, C-level IT execs. A couple macro factors might be at play. For example, AESC president Peter Felix thinks the tech job market could be stabilizing, rather than grinding to a halt. In other words, the drop might indicate less executive turnover and steadier job hiring, not an industry downturn.

'Tis also the season. August is traditionally a slow month for tech hiring, and this year is no exception. There's a good chance the numbers will rise again in September when everyone comes back from their summer vacations and goes back to punching the clock.

And don't forget the old saying “slow and steady wins the race.” Our industry often gets caught in bubbles that spark wild hiring as they inflate, and force layoffs when they burst. I'm sure IT executives will take predictable ebbs and flows over volatile spikes any day, if it means greater job security in the end.

Posted by Christy H.

Starving for lunch hour freedom

Lunchtime. It's the adult recess. The one hour where we unlock ourselves from our desks and run to the nearest meadow to frolic. Or, in my case, pick up a sandwich and run to the cleaners.

But the noonday ritual might disappear soon, according to MSNBC Career columnist Eve Tahmincioglu. The latest trend: companies making employees eat at their desks and multi-task smaller jobs. Ostensibly, this approach doesn't interrupt the workday, keeps workers in the groove, and increases productivity.

Maybe it's just my growling stomach talking, but I question the thinking behind this. Unless employers hire bionic people, everyone needs to recharge their batteries during the day.

Without the break, workers will be more susceptible to stress, exhaustion, and illness. And frazzled, sick employees won’t help achieve higher productivity or profits. This is particularly true in tech fields, where fuzzy heads and bad attitudes can stifle attention to detail and problem-solving abilities.

Granted, the American business model couldn't withstand the three-hour siestas enjoyed in Spain or Greece. But there's no need for such a dramatic shift. In exchange for one unstructured hour, employees will give you seven full of energy, creativity, and hard work. Now that's what I call a good trade.

Posted by Roseanne D.

“Information” Technology: A Misnomer?

Who'd have thought information technology lacked exactly that -- information? But I'm not talking about missing data or incomplete systems. I'm talking about the people behind IT, and the way they exchange and manage information within their teams.

That's what Michael Lopp talks about in his book Managing Humans: Biting and Humorous Tales of a Software Engineering Manager, excerpted today in Computerworld. He covers “information starvation,” which happens when employees don't have complete, accurate facts about their responsibilities, projects, and job security, and instead base their knowledge and actions on rumors or gossip.

Managers can help prevent this situation by acting as “information conduits.” Silence is *not* golden when it comes to the workplace. Keep employees in the loop by communicating every step of every decision-making process, no matter how minor.

Also, stay consistent and steady. Share important details with the entire team. And use judgment about how you pass along the info. Provide context for your messages, and follow up with employees to make sure they understand the material's purpose.

Has information starvation ever reared its ugly head in your offices? How did you or your manager resolve it? What was the outcome? Share with us here.

Posted by Jim L.

IT Skills in Demand

We’ve been talking for months about the status of the IT job market and the disparity between the number of available IT positions and the qualified candidates to fill them. We even shared career advice from Kate Lorenz of Careerbuilder.com on the right attitude to have in order to land one of those great jobs.

So what else can you do to increase your chances of getting a tech job? Mary Brandel at Computerworld.com lists those Irresistible IT Skills that employers will be looking for when hiring in the future. Among the skills in highest demand: wireless networking, project management and open-source programming. Candidates that possess expertise in these areas and can put them to use will be miles ahead of their competition.

Mary’s article is particularly interesting because it touches on some major trends that are affecting the industry in general, such as the move towards mobile devices as invaluable business tools and advances in wireless standards with Bluetooth, Wi-Fi, etc. It will be interesting to see what new skills become important as trends in the workplace continue to evolve.

Posted by Christy H.

The Plus Side of Certification

Toni Bowers focused one of last week’s posts on View From the Cubicle on the Yoh Index. Toni’s post focused on the highest paying jobs, as determined by the Q1 numbers, but also highlighted a recent InformationWeek article that discusses certification and bonuses associated with particular certifications.

We discussed this topic on The Recruiter a few months back, but it was interesting to see the numbers from InformationWeek—just 6% of staff and only 4% of managers received bonuses that were connected to their training or certifications. Which leads to the question, are these certifications or training programs still important then? Of course!

Certifications do much more than provide opportunities for pay increases. They keep you updated on the latest tools and techniques for your area of expertise, and make you very valuable in the eyes of your employer. If you’re beginning to search for a new job—having the latest certifications will make you an outstanding candidate to consider.

So, don’t forget, while making some extra cash as a result of your training may be a benefit worth working towards, there are other benefits associated with training that may end up being just as beneficial in the long run.

Posted by Jim L.

Yoh's Regional Data

As we mentioned last week, the Q2 wages for the Yoh Index were very encouraging for IT professionals. But these wage trends and hot jobs are more than just a national theme. When we looked closely, we found this trend was reflected in a number of smaller regions as well.

Along those lines, I spoke with Diane Stafford, of The Kansas City Star and the Workspace blog, last week about trends in Kansas City. Definitely check out Diane’s post for some wage data and hot jobs for this specific market, as well as some necessary skill sets that can be applied anywhere.

Posted by Jim L.

Stay-at-Home Dads Becoming More Commonplace

An interesting article came across my desk last week. The Columbus Dispatch did a piece on how stay-at-home dads are becoming more common. Challenger, Gray & Christmas, Inc. estimates that there were 83% more stay-at-home dads in 2006 then there were in 1996. And, if money wasn’t an issue, studies have shown that more dads would consider staying at home with their children. CareerBuilder.com found the number of dads who would stay at home to be 37%, and Monster.com’s survey found this number was much higher—landing at 68%.

So what does this mean for the job seeker? With more working moms and more dads at home today, there’s more to consider when looking for the perfect job opportunity. SHRM (The Society of Human Resource Management) found that 57% of companies offer flex time, and 13% provide paid paternity leave.

When looking for jobs, it’s important to make note any policies your employer might offer—no matter who the family breadwinner may be. And as the article mentions, with the flux of Baby Boomers ready to retire, work-life balance policies such as these extra incentives geared towards both stay-at-home moms and dads will be needed to attract top talent.

I’d love to hear your thoughts on stay-at-home dads, as well as any flex incentives your company may offer.

Posted by Christy H.

The Future of SAP

I saw a really great article while I was on TechTarget yesterday; Jon Reed wrote a piece on SAP® Jobs of the Future that explained the need for adaptability. Essentially, job seekers in the SAP® space must evolve along with SAP® programs.

As SAP® programs, like NetWeaver, continue to develop, the job descriptions and technical skills needed to operate these programs will also begin to change. Candidates will need to make sure they have the necessary skills, such as solution management, to be fluent in Web-based programming, XML and Java.

If you're interested in learning more on careers in the SAP® space, watch out for the upcoming June ComputerWorld article on this topic. We'll also make sure to post it here on The Recruiter.

Posted by Jim L.

Fashion Savvy for the Summer Heat

I love summer—it’s easily my favorite time of the year. I love the beach, the sun and flip flops. And almost on a daily basis, I wish that I was wearing flip flops to the office instead of heels.

Obviously, in most places, flip flops are not considered part of acceptable work attire. As CareerBuilder.com points out, summer-time work outfits must be chosen carefully—you want to make sure that you care about the way you present yourself to your employer and co-workers, but also dress comfortably for the rising temperatures. To take it one step further, I would say that interviews are a different story – no matter how hot it is, make sure you look 100% professional. Even if it means braving the heat in a suit.

Rachel Zupek put together some Faux Pas of Summer Work Fashion (for both men and women!). Definitely check it out!

-Posted by Anna M.

Best Buy takes work-life balance to new level

If you haven’t read about it yet, Best Buy has instituted a new policy for employees in its corporate office that’s been getting a lot of attention.  The program is called ROWE, which stands for Results Oriented Work Environment. 

The general idea is that employees are judged based on output, not based on the number of hours in the office.  Workers can basically come and go as they please without making excuses.  According to J.D. Bliss’s blog, voluntary turnover has decreased significantly, while productivity is up an average of 35% since the program’s implementation.

As we’ve seen in the past few years, an emphasis on work-life balance has been more and more important for people when looking for a job.  But is this taking it too far?  Will employees do the bare minimum required to be considered productive, or will the flexibility motivate workers to go above and beyond?

I haven’t seen anything concrete about how employees are being paid, but presumably this program could work for both salaried and hourly employees.  For salaried workers, as long as they meet their goals, they get paid.  As for hourly workers, they can still work their 40 hours, but the hours could be put in overnight, or from their couches in theory, as long as the work is getting done.

I’d love to hear your thoughts on this program and whether this is something that would attract you to a job.  Do you think you could stay motivated enough if you could leave work whenever you felt like it?

Posted by Christy H.

Lessons from The Daily Show

According to some very credible research by Demetri Martin, "Youth Spotting" expert for The Daily Show, video resumes are becoming more popular as a way to stand out from the crowd in today's competitive job market. (Ok so it’s not credible, but it’s still true, and funny!) In all seriousness, video resumes are opening new doors for job candidates and enabling them to tell a more convincing story about themselves than you can put on paper. Something to think about when on your next job hunt.

Demetri's advice: Keep it short. Don't take naps on camera. And don't cry on your video resume.

My advice: Keep it short. Don’t just tell them why they should hire you - Use the visual advantage to show them why you are the right candidate for a job. Be creative and memorable, but don't make yourself look completely crazy!

Check out the Daily Show segment: http://tinyurl.com/25bt76

Posted by Christy H.

BlackBerry Addiction

Always checking your eMail after work hours have ended? You’re not alone. The New York Post did a piece on the downside of always being connected. Sara Stewart’s “Being Plugged in Lets You Work Anywhere—and that’s the Problem” definitely resonated with me, as I’m sure it will with a lot of you.

Let’s face it, there are a lot of benefits to being able to work from home. As the article points out, it allows you to spend time out of the office. And if there is an emergency situation at the office, you can be reached to diffuse it. However, always being available has its downfalls, the major one being that it blurs the line between work and play.

It’s important to keep some time for yourself after the work day ends. Yes, many bosses expect their employees to make themselves available, but that doesn’t mean you need to keep your BlackBerry glued to your side all night. Why not set aside time once a night to check your BlackBerry or eMail? This way, you won’t have to worry about missing an important call or eMail, but you also won’t have to sacrifice valuable free time.

If you have any other suggestions for being disconnected after office hours, I’d love to hear them.

Posted by Jim L.

Qualities Found in Good (and Bad) Leaders

It’s the age-old question: are good leaders born with it or can strong leadership skills be learned? According to a recent Computerworld article, Bart Bolton, a longtime IT management consultant and a facilitator for the Society for Information Management Regional Leadership Forum, claimed that he knew many introverts who became successful CIOs but explained that potential leaders need to “develop a sense of self-awareness of who you are and who you’re about that leads to a sense of self-confidence.”

The article went on to explain that effective IT leaders have “the ability to set and communicate a vision for the IT organization” and  “the capacity to market and sell that vision to IT staffers and business executives.” However, when you are trying to develop these traits to propel yourself into leadership roles, beware not to be under- or overly-assertive. A recent study, which appeared in the February issue of the Journal of Personality and Social Psychology, found that organizational leaders who demonstrate low or high levels of assertiveness are seen as less effective (Read more about the study in Science Daily).

Through a series of studies, researchers asked workers for their opinions on colleagues’ leadership strengths and weaknesses. Some of the most common strengths listed were intelligence, self-discipline and charisma. As for the weaknesses, assertiveness was listed as a problem more times than the three common strengths combined. In  total, assertiveness was mentioned as a weakness in more than half of the studies.

The moral of the story: When trying to climb the IT ranks, be sure to be confident and charismatic, but keep your assertiveness levels in check.

Posted by Michele B.

Value of IT Certifications on the Decline

Planning on becoming IT certified or re-certified in the near future?  Well, you might want to reconsider based on a recent article in eWeek’s Channel Insider which reports that wages for certified IT professionals actually lost value in 2006 while pay for non-certified workers increased nearly eight percent.   

The findings were based on IT workforce research firm, Foote Partners’, Hot Technical Skills and Certification Pay Index, which was released last week.  “This is obviously a disturbing trend for both independent training companies that focus on certification test preparation and the many vendors who rely on certifications to help maintain a foothold on IT departments for their products, “ said David Foote, CEO and chief research officer of Foote Partners. 

The one area where certifications pay off is with gold-standard ones such as Project Management Professionals. In the non-certified area, employers continue to value experts in the Enterprise Business Applications space, particularly SAP, which posted gains of 15.2 percent in 2006 according to Foote Partners’ index.  This information matches with a previous The Recruiter post regarding SAP demand in 2007.

Although we’re not sure what this data really means, a previous eWeek article suggested that IT certifications are losing value as employers are looking for business-articulate IT professionals, rather than people who passed the exam.

Posted by Janet F.

How big is your online network?

Following the spectacular success of MySpace.com, many Web 2.0 entrepreneurs have launched or plan to launch new business-networking sites. If you have been a skeptic to the growing social-networking trend, now may be the time to hop on the bandwagon. Here are three of today’s popular business-networking sites that we have found useful:

LinkedIn - Founded in 2002, today’s probably most well-known business networking site has grown to more than 9 million members. By continually building out your direct contact list, you can have access to thousands, if not millions, of other members through just a few degrees of separation. According to a Business 2.0 article from this past December, “LinkedIn has become the go-to place for the tech elite” and has become a candidate searching tool-of-choice for executives at companies such as Microsoft.

Jobster – Founded in 2004, Jobster is looking to quickly increase its networking capabilities. Just last week, the company announced a new and improved Web 2.0 site that will allow users to connect with people, information, and opportunities to help them further their careers. On the new Jobster.com, job seekers can post digital profiles and resumes, set up personalized tags, network with other job seekers for advice and create personal URL addresses for themselves within Jobster. The new site also allows employers to an unlimited amount of free job postings and immediately presents potential matching candidates. 

Xing – According to Xing, founded in 2003, “no two people are more than six degrees apart.” Out of all business networking sites out there today, Xing definitely has the largest international presence. With its corporate headquarters in Hamburg, Germany, the sites boasts tens of millions of users from around the globe.

Posted by Michele B.

Will Vista Equal Jobs?

Today marks the launch of Microsoft Corporation’s new operating system Vista – the first all new Windows operating system in five years.  The big question for IT consultants is what impact will the Redmond, WA-based company’s system have on jobs in the tech industry in the near future? 

If you try searching under the key word Vista on Monster or other job boards today, chances are that the majority of listings are jobs located in Chula Vista or similar named locales, and not Vista-related jobs.  However, considering that Windows runs on a large majority of the world’s computers, and most existing computers lack the capability to run premium versions of Vista, it is bound to have an affect. 

"What will this mean for corporate environments? What will the adoption rate be like? Will it be like XP, where it took nearly four years to pick up speed, or a lot sooner?" Jim Lanzalotto, Yoh’s vice president of strategy and marketing told eWeek.   

“Vista could help foster new business opportunities involving training, building new applications and redesigning the way other businesses work,” said Michael Ferreri, a Microsoft general manager quoted in Washington Technology.

However, according to Lanzalotto, Vista is not the only Microsoft release in 2007 that will have an impact on the IT job market.

"The second new product that will be interesting to watch is Microsoft's Duet, their SAP product which will integrate Outlook into ERP," said Lanzalotto.

Stay tuned, as it looks to be an exciting year in the IT industry. 

Posted by Janet F.

Outsourcing Growth

While the U.S. technology industry salaries continue to remain robust as indicated in the recent Yoh Index of Technology Wages, the industry might be in for some big changes in 2007.

According to Paul McDougall’s blog in Information Week, although outsourcing of U.S. workers’ jobs to lower-cost countries has been a hot topic among the media and in tech circles, it has yet to make a large dent on the U.S. labor market. However, he expects this to change in 2007, based on Merrill Lynch’s 4th Quarter 06 CIO User Survey. 

One of the most interesting points of the survey is the large increase in CIOs who anticipate increasing their 2007 spend with external providers 72%, up from 58% last year; while only 2% expected to decrease spend, and 26% expect it to stay about the same.

While McDougall concedes, “outsourcing doesn’t yet automatically equate to offshoring,” he predicts that we are rapidly approaching that point mainly because U.S.-based outsourcers, such as IBM, CSC and EDS, and Bermuda-based Accenture, are rapidly increasing staff in India. 

This is definitely a trend that U.S. technology workers should keep an eye on in 2007.  Also of interest in the survey, is that CIOs in the 4th quarter named systems integration and consulting as their top spending priorities over the next 12 months. 

For more information on offshoring, and some of the myths involved, please click here.

Posted by Janet F.

Working Remotely, Safely

Telecommuting is becoming a priority to the modern workforce.  Our previous blog post  shows that employers are finally implementing this trend, but one major obstacle with telecommuting makes IT folks cringe, security. 

Cisco and Insight Express recently conducted a survey polling 1,000 remote workers globally and found that people working remotely often hijack unknown wireless networks, share computers with outsiders and open email from unknown senders.

To maximize the value of teleworking, think twice before you open an attachment from a strange eMail address or log onto your next door neighbor’s wireless network.  By being cognizant of the risks associated with these dangerous behaviors, telecommuters can retain the privilege employers are finally catching onto. 

Posted by Christy H.

Tech Wages Continue Wedging Upward

The latest Index of Technology Wages shows that hourly rates for pros in IT continue with steady growth.  In fact, this quarter’s growth pattern is very similar to what tech wages did in 2005 with constant escalation.  The hottest gigs with the biggest increases exceeding 5% this fall are in technologies like SAP, ERP and Oracle.  Check out Infoweek’s take on this quarter’s Index of Technology Wage report.  If you want to be the first to know where wages are headed next quarter, this link allows you to sign-up for an instant eMail notification when the Index is released.

Posted by Christy H.                        

IT Pros say Bye-Bye to Bad Behavior

Expectations of IT professionals are changing, and it looks like inconsiderate behavior that was ignored just a few years ago, will no longer be accepted.  Our favorite eWeek writer, Deborah Rothberg, recently gave her thoughts on this topic in Why It's Time to Lose the Snide IT Attitude.

After reading her article, we’ve compiled a hot-list of unacceptable behavior from IT folks:

Making users feel stupid when they ask for help
• There is no need for users to feel compelled to provide some elaborate disclaimer on being “computer illiterate” to just get decent customer service from technology buffs

Referring to customers and colleagues as “users”
• This word sets-up an us/them relationship and allows IT pros to forget there are real people who seeking your expertise in these situations

Having zero business sense or etiquette
• Just because you’re in IT doesn’t mean you can get away with knowing diddly about the business’ direction or wearing rumpled t-shirts and pajama pants to meetings

Being unable to communicate effectively
• Customers need to communicate with IT, and techies must be capable of exchanging their ideas and technical goals so the project is completed without a hitch

Posted by Christy H.

Job and Location Trends

So what city do you think is the most frequently searched for by job seekers?  Thousands of searches are conducted each day on Jobster, a site dedicated to getting you noticed by hiring teams.  They analyze data from every search and present the compiled results weekly.

Tech friendly Seattle was the most popular location searched last week, followed by New York, NY and Houston, TX. 

I'm pleased to see my hometown of Philly made the Top 10.  Check out the results page to see what regions are rising in popularity, which positions are declining in the search ranks, and where you fit into the job search puzzle. 

Posted by Veronica R