Channel Marker

Jun 18 2014   9:49PM GMT

Hurry up and hire that applicant

Lynn Haber Lynn Haber Profile: Lynn Haber

Tags:
IT hiring
IT staffing

For channel partners growing their business, it may help to get a feel for which way the wind is blowing when it comes to market demand and supply for IT professionals.

That’s where recent figures from Dice, a career site for technology and engineering professionals, could help.

According to the latest semi-annual hiring survey by Dice, the job outlook for technology professionals looks pretty good, despite a slight dip in numbers from earlier in the year.

Seventy percent of hiring mangers are planning to increase tech staff in the next six months, a figure that’s down 3 percentage points compared with hiring for the first six months of the year, which Dice reported at 73%. Respondents included human resource managers, recruiters, consulting and staffing companies across the country.

The Dice survey also offers insight into the mindset of today’s job seekers that partners could use when looking for IT talent. Responses by the 700 hiring managers that responded to the Dice survey indicated that tech professionals are gaining confidence in their job search. For example, 32% of hiring managers and recruiters reported that more candidates are rejecting job offers compared with six months ago and that a majority of respondents, 61%, said that candidates are asking for more money compared with six months ago.

When it comes to salary, 59% of hiring managers noted that in many instances their hands were tied when it comes to salary flexibility given fixed company guidelines, leaving some positions unfilled.

That could be good news to partners who are willing to offer higher salaries for talent or bad news if they’re not, especially if a partner is expanding the company’s geographic reach or adding a new IT practice to the business, for example.

As always, don’t expect your current staff to stay forever. About a third of respondents, 34%, noted that the number of employees leaving their jobs has increased; however, that figure is lower than the increased-turnover rate reported in 2013, 43%. Best practice retention strategies are key for partners to implement if there’s any chance of keeping staff onboard, engaged and loyal.

So then, it’s no surprise that in a tightening job market and one in which the job hunter is in the catbird seat, a whopping 79 percent of hiring managers said that layoffs are unlikely over the next six months, which is the highest response to a question about layoffs since Dice began the survey in 2008.

More information to know before you go: Tech professionals with six to 10 years of job experience are most in demand, cited by 71% of respondents as being in their hiring plans, followed by professionals with two to five years of experience, at 59%; 10-plus years of experience, 37%; and entry level, 20%.

Another thing to remember: Keep diversity in mind when hiring. It’s good for business. That’s not something that big companies like Google and Yahoo recently reported they’re good at doing.

Yes, Yahoo has a female CEO, Marissa Mayer, but according to June data, the company hires a lot of white men. Sixty-two percent of Yahoo employees globally are men, and 37% are women. Fifty percent of U.S.-based employees are White; 39%, Asian; 4%, Hispanic; 2%, Black. Get the picture?

And Mayer must be pretty lonely at the top; 77% of leadership roles are held by men, 23% by women.

Late last month, Google came out of the closet with its paltry numbers regarding diversity in its workforce. And the jobs go to … white men. Seventy percent of Google’s workforce is male, 30% female. White men represent 61% of the company’s employees, followed by Asians, at 30%; two or more races, 4%; Hispanic, 3%; and Black, 2%.

Obviously your company doesn’t have to be big to take the lead in increasing diversity rates. Read more on this topic in our recent blog, “More women in the channel?

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