Expectations regarding the function of IT personnel have grown significantly, and big data has introduced a new paradigm to which is notably difficult to adapt. Before large-scale data analytics became a new norm, data was often siloed based on origin or function, and analytical functions were specialized based on the inherent systems. Now, the volume and variety of data has increased, and companies want to be able to leverage all of it to draw conclusions even if the current physical barriers create a notable challenge.

IT environments can involve thousands of servers, when both in-house and cloud options are examined, with even more containers separating information. As data users begin to have expectations regarding how business intelligence systems should respond, IT professionals are tasked with locating problems across ever growing systems, many of which feature different technical frameworks and far-reaching connections outside of the physical purview of the business.

How to Prepare for Tomorrow’s Demands

To ensure that IT departments are prepared for the changes that big data has spawned, a new approach to data management is required. Tech teams, and businesses as a whole, must learn to exercise greater control over their data centers and institute the technological solutions that are designed to manage these shifting demands. A move away from siloed environments will be a necessity to make information accessible across the board while multi-datacenter support must be available to ensure the continuation of operations.

Businesses need to be open to innovation. Improved real-time anomaly detection will become critical to spot issues before they produce problems while stream processing needs to be implemented for increased performance of custom analytics. The institution of direct programmatic access using tools like SAS and R will also be valuable for data maintenance.

It also means companies need to hire the right the right IT professionals with the necessary skill sets to manage the tasks. Without a strong tech team to drive change, many organizations will find themselves battling legacy systems and old ways of doing business. If you are looking for skilled big data professionals to join your team, ITStaff can help you find the right candidates. Contact us today.

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Java

When it comes to programming languages, you simply can’t go wrong with Java. It is still one of the most widely used options for back-end operations and e-commerce, making it a staple for a range of businesses. In fact, Java is often considered a required skill for professionals interested in landing coveted software developer and engineer jobs at top are companies. Since Java is so incredibly versatile and can be used on a range of platforms and devices, having this programming language in your skill bank is a smart move.

Python

With big data and analytics still making headlines and web applications remaining strong, Python is another programming language that can open doors for IT professionals. It is a primary language used for data science objectives, making it a requirement for many of these lucrative positions, but can also be popular for workers who want to focus on web-based development.

Javascript

You would be hard-pressed to find a web developer who doesn’t work with Javascript. This mainstay in the field is one of the easier languages to learn, making it an ideal starting option for those looking to try their hand at programming, but still offers a lot of power in the business world. If the idea of developing for the web appeals to you, then having Javascript under your belt is the key to career success.

Matlab

A language that once fell out of favor, but is seeing demand increase, is Matlab. With big data being a priority for many companies, Matlab is being used more widely to support these projects. Plus, since it hasn’t been back on the radar for long, professionals who have experience in this area may be able to set themselves apart from the competition with greater ease.

SQL

With the relational database playing prominent roles in almost every major business, it’s no wonder that SQL skills remain in high demand. IT pros who have the experience to run queries, create reports, and provide key insights into critical operations can see lucrative opportunities to advance their careers.

If you have some of the skills above or would like the chance to explore positions in these areas, the recruiters at ITStaff can help connect you with local employers looking for workers like you. Contact us to discuss your skills and how they can support the next step in your career.

The post What are the Most In-Demand Tech Skills of 2017? appeared first on ITStaff.

Competent Leadership

Much of an organization’s success rests on the shoulders of the leadership team. Being able to create a central mission while keeping an open mind in regards to the need to adapt are vital for long-term success. Without leaders who embrace innovation, stay aware of changes within the industry, and remain ready to act in the best interest of the whole, no business can guarantee its future.

Company Culture

The value placed on corporate culture has continued to grow as job seekers give it more priority when selecting potential employers. However, it is also a reflection of how an organization manages its business, and a toxic culture is a sign that a company isn’t well positioned to change when the climate calls for it.

Respectable Values

Another point that employees place significant value is the values that guide a business’s actions. Having a mission they can get behind is a major motivator, leading to increased productivity as well as higher amounts of loyalty. When a company has questionable or ill-defined values, it can be challenging to garner support for their workers and the larger community, making it harder to succeed over time.

Strong Relationships

In the age of technology, many companies and people have begun to discount the value of interpersonal relationships within the organization and in regards to their customer base. However, neglecting the human factor in business often leads to an unsustainable model.

Sense of Inclusion

Diversity in the workplace is recognized as a method for increased innovation and financial success, making it critical for many businesses in the long run. Having policies that don’t support inclusion or allowing unconscious biases to create an unfavorable status quo can cause long-term damage, making it harder to locate and retain skilled workers and leading to missed opportunities to improve operations.

Companies that embrace technology are more likely to be exposed to new opportunities to grow their business and increase the efficiency of their workforce in comparison to their less tech-adept counterparts. Being open to new developments gives your organization a chance to take advantage of what technology can offer your company and may even alleviate the strain placed on employees whose jobs can benefit from the advances.

If you are interested in locating top candidates with the skills necessary to make embracing technology a norm, the recruitment professionals at ITStaff have the experience to find the workers you need. Contact us to discuss your hiring needs and see how our services can help future-proof your organization.

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Transitions related to new technologies means more companies are going to experience skill gaps within their IT teams. Finding ways to anticipate these shortages can help a CIO reach the goals associated with their larger agenda while also lowering stress on tech professionals that are currently working as part of the team.

To help you anticipate where your CIO would like to take the company during 2017, consider some of these common top priorities as a starting point.

Cloud Solutions

The cloud continues to be a major agenda item for CIOs across multiple industries. And while the available experience within your current workforce is likely more experience than when this technology first began to affect standard infrastructure planning, you might not be as well covered as you need to be.

Regardless of whether your current team is resistant to the transition, it is likely a wave that simply cannot be stopped. This means either the team needs to be open to learning new skills related to supporting the transition or additional employees may be required (often at the expense of existing ones) to provide the necessary capabilities. When possible, focus on training and education, especially among top performers who are motivated to change with the industry. But, if those efforts aren’t sufficient, be prepared to recruit the skills you need.

Leadership Development

CIOs are acutely aware of the retirement intentions of many members of the Baby Boomer generation and may consider themselves to be one of those people. However, there are concerns about the readiness of younger workers who may ultimately need to step into these positions. This means leadership development efforts will be a priority for many companies who intend to get ahead of any anticipated retirements.

Training and mentoring opportunities are going to be a valuable part of the business landscape and will lead to promotions and other forms of career growth. Creating these options will be a key to long-term success, as well as identifying those who are most likely to excel when given a chance to participate in these programs.

Security

Security is always on a CIO’s radar. Questions about privacy and compliance can complicate these efforts and can lead to significant change. Couple that with the increased use of Security-as-a-Service options and the IT security landscape is going to shift even further.

In cases where a shortage of IT security professionals makes hiring difficult, more CIOs will become open to the idea of outsourcing the activity. And that decision will change the number of security professionals that will be required to maintain a suitable standard.

However, like leadership development, offering training and educational opportunities to current employees can be a method for closing skill gaps and may justify keeping security in-house. Depending on your CIO’s general stance on outsourcing, it is important to be prepared to support efforts in either direction.

If you are looking to fill skill gaps with new IT employees, the professionals at ITStaff Technical Resources can help identify the candidates you need. Contact us and speak to a recruitment specialist today to see how our services can help support your CIO’s agenda through 2017 and beyond.

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The hiring process is arduous at best, making it a relief once the time to make an offer arrives. But just because an offer is being made, there is no guarantee the candidate will accept. While not every part of the hiring process is under your control, it is disheartening to have qualified professionals reject the offer, or seemingly vanish into thin air.

If you find yourself with more rejected offers than accepted ones, this could be a sign that process improvements are required. To help you identify any potential issues, consider these points that may cause a candidate to turn an offer down.

Insufficient Salary

Competition for skilled IT professionals is fierce. If you are making offers that are not up to par with that of your competitors, you are likely going to see a lot of candidates look elsewhere.

While certain professionals see an initial offer as a jumping off point for further negotiations, an IT professional may see it as an insult. Those working in IT have often faced issues regarding being respected and appreciated for the skills they have and the work they do.

When an offer suggests a company does not understand the value they provide, they may choose to just walk away. And, with unemployment among technical professionals remaining low, they will often find a better offer elsewhere.

Misrepresenting the Job Duties

When multiple companies are fighting over the same talent pool, it is tempting to describe your organization and the job duties in the most favorable light possible. While this may get you a lot of attention in the beginning, it will backfire when the reality of the work sets in.

Not providing all of the relevant details regarding what is actually entailed leads job-seekers to feel that their trust has been violated. Changing the terms of an offer from what was originally discussed is a mistake that can cost you talent. And this includes changes in the duties themselves, work locations, scheduling options, required travel, and benefits packages.

Offers Not Provided on Paper

Experienced professionals have likely been burned by a hiring manager that made promises in-person, but failed to come through. That leads many to expect the details of the offer to be made in writing. This gives them a clear understanding of what is included and a way to confirm the position meets their needs.

In cases where you pursue passive candidates, not providing something concrete may leave them less likely to leave a secure position for one that seems to leave key questions unanswered. If you want to ensure a deal, then it needs to be formal, and in writing.

Unnecessary Ultimatums

Approaching candidates with a “take it or leave it” attitude will result in more walking away than during the height of the recession. The power has shifted, so putting unnecessary pressure on a candidate is more likely to cause them to decline the offer.

Not Acting with Urgency

Another side effect of low unemployment is that candidates don’t need to wait for you to find a suitable offer. While offers can’t be made overnight, a particularly cumbersome hiring process isn’t doing your business any favors. If an applicant receives a reasonable offer before you are able to close the deal, you may miss out on the opportunity to bring them on staff.

If you need to speed up your hiring process or want access to more high-quality candidates, the professionals at ITStaff. With over 20 years in the technical staffing industry, they have the knowledge you need to make sure more offers end with new employees.

The post Why You’re Losing IT Candidates at the Offer Stage and How to Fix It appeared first on ITStaff.

It’s no secret that hiring IT professionals has become more challenging. With unemployment amongst tech-oriented workers sitting just below 3 percent, finding the talent you need is a difficult task. That means it is time to rethink the negative connotations of rehiring those who may have chosen to leave.

Talented professionals will leave for the right opportunity. However, they may be interested in returning should a new position with your company attract their attention.

While the job market during the recession had job-seekers desperate to find employment, some of these same professionals are being actively pursued today. And, just because an employee chooses to leave, that doesn’t mean they don’t have a favorable opinion of your company. By remaining open to rehiring ‘boomerang’ employees, you leave yourself in a better position to gather the skills your business needs to excel.

To help ensure your company appeals to those who may be interested in returning one day, here are some strategies to begin using today.

Reevaluate Hiring Policies

The first step is to review your current hiring policies and how they relate to those interested in being rehired. If an employee left because they were unhappy, they likely wouldn’t try to return. And those who were let go are even less likely to try again. However, those who were happy, but received an offer that they couldn’t ignore from elsewhere, may be interested in coming back under the right circumstances.

If your policy eliminates rehiring, then you have removed these qualified workers from your pool of candidates. And, if moving between employers remains common in the field, your list of potential applicants will only continue to shrink.

Understand the Context

Employees may move on for a variety of reasons. A promotional opportunity at a different company should be considered differently than someone who just decided to see if the grass was greener elsewhere. And the same goes for employees who left for personal reasons, such as an unexpected out-of-state move or a change in family obligations.

It is fair to examine whether a returning employee is likely to stay or if they will run off at the first sign of a potentially better offer. If you can’t trust the former employee to stay long enough to make the rehiring worth your while, then it is fine to consider that as part of the larger picture.

Keep Communication Channels Open

An employee leaving is not personal. Even if it leads to frustration, it is important to treat the outgoing employee with every professional courtesy. Keep the environment friendly, and be open to staying in touch. By keeping the relationship positive, you are more likely to gain their interest should a new opportunity arise that fits their goals. Additionally, they will be more inclined to refer other professionals who may be interested in opportunities with your organization.

Adjust Your Hiring Process

Interviewing a new candidate and considering a former employer are not the same. It doesn’t make sense to ask a potential rehire the same questions you would of a candidate you just met. Be open to more casual conversation, as well as an honest discussion regarding why they left and what has them interested in returning.

Unless the employee has been gone for a long time, you are likely already familiar with their capabilities. Spending time rehashing what you both already know is unnecessary.

Potential for Fallout

Bringing a former employee back doesn’t just impact the hiring manager; it also affects those who worked with them previously. If a current employee is being considered for a promotional position and is ultimately passed over for a ‘boomerang’ employee, that can be damaging to morale. In some cases, other employees will be happy to see a former coworker returning if they had strong working relationships and were considered reliable. However, rehiring someone who left a more negative impression can lead to more trouble than it is worth.

If you are looking for tech professionals to fill current vacancies, ITStaff has the industry knowledge required to recruit the best candidates available. Contact ITStaff and put their experience to work for you.

The post Why ‘Boomerang’ Employees Should be in Your 2017 Recruiting Strategy appeared first on ITStaff.