In a technology-driven world, finding skilled IT talent remains high on the priority list for most companies, even in a slow economy. As one of the consistent bright spots in terms of employment opportunities, IT holds out hope for talented young professionals seeking a position in a fiercely competitive hiring environment. But in order to land the Job, you must bring the right skills to the table.
What Skills Are Most In Demand?
IT is one of the most quickly-evolving fields out there, so it pays to keep your finger on the pulse of the industry. Let’s take a look at five of the most sought-after skills needed by companies in order to remain competitive:
- Programming and Development
According to Computer World, programming and development top the list of needed IT skills, with 60% of surveyed businesses looking to hire in the next year. Meeting customer needs and maximizing productivity means remaining competitive in terms of applications, web presence, and software.
- Technical Support
As new technology and new systems come on the scene, businesses need support personnel to teach employees to use them effectively and to handle questions and problems.
- Cloud Architecture
A relatively new skill demand, cloud computing has become a vital aspect of data management. Businesses are looking for knowledge of the field as well as the ability to accomplish needed tasks within budget.
Honing your virtualization skills, understanding the logical connections behind it, and remaining up to date on the latest developments will be key for those looking to land a position in the field.
- Mobile Management
Smart phones and tablets play an ever-increasing role in the function of both businesses and consumers. Mobile app development and design skills are crucial to remaining relevant in today’s technology climate.
Of course, foundational skills such as security, project management, and networking remain in high demand as well, making IT a diverse and challenging opportunity for young professionals.
How Can You Land a Top IT Job?
Of course, it’s not enough just to get a degree in one of the up-and-coming IT fields. Businesses want someone who has their company’s best interests in mind and can bring more than just book knowledge to the table. Here are five additional things recruiters want in an IT professional:
In order to break into the IT industry, you must hone these and other high-demand skills. Stay on the front edge of the technological wave, and you’ll be more likely to catch the recruiter’s eye.
If you want to catch a fish, you have to go where the fish are. Makes sense when you’re carrying a rod and reel, but when it comes to landing the big fish in terms of talent acquisition, many business professionals aren’t in the right pond.
Statistics show that the gap between consumer and professional usage of social media is widening. Businesses aren’t keeping up with social innovations and new networking opportunities, and that’s detrimental for the job force. The good news is that job candidates want to connect; they’re broadening their networks and polishing their online resumes. All you have to do is get them to bite.
Goals for Social Media Recruiting
Social media recruiting isn’t like posting a job on Career Builder. Job candidates expect a more personal, interactive approach when they’re on Facebook. Your social recruiting strategy should accomplish two goals:
- Sourcing—Obviously, your number one goal is finding the right applicants. Social media is a great place to do that, because it’s where the largest pools of talent congregate.
- Transparency—Social media also helps job candidates get to know your company and establishes your identity as a desirable employer.
How to Attract the Right Candidates with Social Media
For most businesses, the question isn’t primarily whether they should engage in social media recruitment strategies. It’s how to create an effective strategy in the first place.
- Diversify—Establish a presence on multiple social media networks. Start with the Big Three (Facebook, Twitter, and LinkedIn) and then expand from there. The goal isn’t to have accounts at as many places as possible; rather, it’s to establish and maintain a presence on those networks that will bring the most benefit to your company.
- Use Social Referrals—Your job postings aren’t just appearing to your contact base. They’re also being shared with friends of friends, a process known as social referrals. Make the most of this opportunity by remaining in close contact with the movers and shakers at key companies.
- Engage—By interacting with your target audience, you not only present yourself as a transparent company, but also gain insight into the identity and personality of potential job candidates.
- Marketing—Sell your company using the same marketing techniques you use to sell a product: brand promotion, target audience, strategy development, content creation, ad development, metrics, etc.
- Follow Up—Social media is becoming an essential tool for identifying desirable job candidates, but don’t throw out the tried and true methods. Once you’ve narrowed down your pool of candidates, follow your normal protocol for interviews and follow-ups.
With more than 60% of adults maintaining a social media presence to some extent, social media recruiting places you in contact with the largest available pool of potential talent. It’s a trend you can’t afford to ignore.
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You’ve focused plenty of attention on building a strong brand that resonates with consumers. But how about that new talent you’re trying to attract? If you want employees that are passionate about working for your company, then you’ll need to focus on developing an employer branding strategy that links to your corporate or product brand image.
- Get your HR and Marketing teams on the same page.
Your HR and marketing departments need to put their heads together in order to develop a unified branding strategy. The goal of an employer branding strategy is to close the gap between what your current and potential employees think of you as a corporate entity and how they view you as an employer.
- Make sure the transition between consumer and employer branding is seamless.
Companies like Apple and Google work hard to make sure employees see the same company image that customers do. For instance, Apple incorporates product images in their candidate recruitment process while at the same time encouraging the prospect to imagine himself as part of the team. And Google, of course, is notorious for its playful and non-traditional work atmosphere, just as they are for the Easter Eggs they include in their website (try typing “do a barrel roll” into the search box).
- Include messaging to current employees.
When you begin hitting employer branding hard, it can be easy to focus all your efforts on potential employees while neglecting your current ones. Make sure current employees are on board in order to create a unified atmosphere in the office.
- Recruit “brand ambassadors” among current staff.
One way you can keep the message fresh is to recruit current employees to help communicate the brand message. The goal is to promote brand engagement first, followed by brand advocacy as employees become more loyal to your company.
- Assess candidate touch points.
Define each of the places a potential employee might encounter your brand: social media, job postings, career portals, recruitment videos, etc. Each of these touch points should include a strong employer branding message, helping prospective talent engage with your company’s value proposition.
- Help the candidate visualize himself as part of your team.
This is another step in the employer branding process that Apple has mastered. As you navigate through the Apple career portal, you’ll be encouraged to “Imagine what you could do here” and to “Amaze yourself. Amaze the world.”
The most effective employer branding strategies appear effortless and seamless—which of course requires detailed planning and flawless execution. But it’s worth the investment as your employees become brand advocates, helping you spread your message to the world.
Hire Velocity Launches Consulting Operations, Expands Atlanta Headquarters
Strong Recruiting Engine Propels Growth and Broader Service Offering
ATLANTA–(BUSINESS WIRE)–Hire Velocity, a national Recruitment Process Outsourcing (RPO) firm, announced the launch of HV Consulting, a complementary service line that leverages RPO technology and best practices to place skilled direct hire and contract professionals. With its powerful recruiting engine at the core, Hire Velocity now provides a full continuum of value-added services for every recruiting scenario, from key tactical hires to procurement-driven engagements.
The announcement coincides with the company’s move and expansion into Northridge Center II at 375 Northridge Road, Atlanta, GA, this week. With the recent addition of dedicated HV Consulting staff and consistently strong growth of the core RPO offering, the company had outgrown its previous space.
“We’re excited to bring new capabilities and extended reach to the market,” said Byron West, President of Hire Velocity. “Now more than ever, Hire Velocity is positioned to meet clients’ demands for quality, speed, price and risk management, no matter the size or scale of the recruiting need.”
“Hire Velocity is reinventing the traditional staffing model,” added Mark Whittington, Chairman and CEO of parent firm Hire Partners. “Combining the cost-conscious qualities of an enterprise-wide RPO with the time-sensitive demands of hiring managers, we provide a synergistic, single source resource across the enterprise.”
Hire Velocity has been honored by HRO Today magazine as a top RPO provider among mid-market and on-demand recruitment process outsourcing firms. The company is based in Atlanta, GA.
About Hire Velocity
Hire Velocity (http://www.hirevelocity.com) is a national Recruitment Process Outsourcing (RPO) firm headquartered in Atlanta, GA, and a Hire Partners affiliate. Hire Velocity helps companies cost effectively meet high volume hiring demands by intelligently leveraging people, process and technology. Hire Velocity enables businesses of all sizes to reduce their time to hire quality people while driving down their recruiting costs. Visit us at www.hirevelocity.com. Follow Hire Velocity on Facebook, Twitter, LinkedIn, or Google+.
About Hire Partners
Hire Partners, LLC, provides capital, expertise and operational support to staffing, recruitment process outsourcing (RPO) and other human capital businesses. Hire Partners accelerates the growth and profitability of successful firms by injecting both strategic and tactical guidance. Visit us at www.hirepartners.com. Follow Hire Partners on Facebook,Twitter, Linkedin, or Google+.
You may have read our article last month that boasts about the unemployment rate falling to 9 percent, the lowest since April 2009. This is potentially good news for many looking for jobs right now. However, this unemployment rate changes based on occupation. Some positions are going to have a much lower unemployment rate, while other will have a significantly higher rate.
The 10 occupations with the lowest unemployment rates range from .4 percent to 1.0 percent. 5 of the 10 occupations with the lowest unemployment rate are in healthcare showing that this industry is growing. The 10 occupations with the lowest unemployment rates are:
- Appraisers and assessors of real estate: 0.4%
- Therapists, all other: 0.4%
- First-line managers of police and detectives: 0.4%
- Locomotive engineers and operators: 0.4%
- Directors, religious activities and education: 0.8%
- Dentists: 0.8%
- Speech-language pathologists: 0.8%
- Detectives and criminal investigators: 0.8%
- Physicians and surgeons: 0.9%
- Occupational therapists: 1.0%
On the other hand, there are some occupations that are seeing a significantly higher unemployment rate. Of the 10 occupations with the highest rate, 7 are in construction. The 10 occupations with the highest unemployment rates are:
- Helpers, construction trades: 36.0%
- Telemarketers: 34.8%
- Structural iron and steel workers: 28.4%
- Roofers: 27.1%
- Millwrights: 25.5%
- Cement masons, concrete finishers and terrazzo workers: 25.3%
- Brickmasons, blockmasons, and stonemasons: 25.1%
- Construction laborers: 25.0%
- Drywall installers, ceiling tile installers, and tapers: 23.9%
- Interviewers, except eligibility and loan: 23.4%
*Information last updated January 12, 2011
Goldstein, Jacob. “Which Jobs Have The Highest And Lowest
Unemployment Rates?.” NPR (2011): n. pag. Web. 2 Mar 2011. <http://www.npr.org/blogs/money/2011/01/12/132859364/which-jobs-have-the-highest-and-lowest-unemployment-rates>.
The unemployment rates in 2010 have been the highest in well over twenty years. It has been a difficult year for the unemployed who have had trouble finding a position in their field. With many mass layoffs by United States based companies, the job market has become extremely competitive. There have been a record number of applications for many open positions, which makes it difficult to land a career in your specialized field.
However, stronger employment trends are expected in 2011. Harris Interactive conducted a survey of more than 2,400 hiring managers and human resource specialists. The results of this survey concluded that more employers plan to add more full-time employees in 2011 than in 2010. Job creation will be gradual, but steady, so the change in hiring may not become immediately apparent. Matt Ferguson of CareerBuilder explains that, “More than half of employers reported they are in a better financial position today than they were one year ago.” This is a good improvement and will allow these companies to hire more employees in 2011.
The results of the survey showed that 24% of employers plan to hire full-time, permanent in employees in 2011. This is an improvement from the 20% who said they plan to hire in 2010, and 14% in 2009. 13% of employers said they expect to hire part-time employees in 2011, which is up from 11% in 2010 and 9% in 2009.
Some fields will be in higher demand during 2011 than others. The top 10 fields can be seen below:
1) Sales – 27 percent
2) Information Technology – 26 percent
3) Customer Service – 25 percent
4) Engineering – 21 percent
5) Technology – 19 percent
6) Administrative – 17 percent
7) Business Development – 17 percent
8 ) Marketing – 17 percent
9) Research/Development – 15 percent
10) Accounting/Finance – 14 percent
“Stronger Employment Trends Expected for the New Year, According to CareerBuilder’s 2011 Job Forecast.” ShareBuilder (2010): n. pag. Web. 26 Jan 2011. <http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr611&sd=12/29/2010&ed=12/31/2010>.
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