Winning the Tech Talent War

Employment - Winning the Tech Talent War

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In today's economic situation, companies are facing complicated new challenges when it comes to staffing. Agreeing to Forrester Research, today's recruiting increase rate prediction is at 8%. Many theorists believe that this is because of the looming talent shortage and disconnect in the middle of positions open and skills of candidates applying. an additional one factor is that companies, while emerging from recession, are still remaining cautious on spending and are very selective when acquiring talent, regardless of their growing need to add headcount. Our nationwide whole unemployment rate has been hovering around 10%, and yet when we take a closer look within technology these numbers are closer to 4%. Other considerations that are affecting this climate are employee turnover, Baby Boomers retiring, more restrictive policies on foreign workers, companies defiant to relocation costs, and whole reluctance from employees to turn jobs. So our challenge is how to cope with a growing talent shortage within the High Tech and Green Tech industries.

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Employment

The battle for top sales citizen and engineers is breathtaking in Silicon Valley and New York - These are our Talent War battle zones. The majority of technology increase occurs in these two large geographic regions and they also typically house the many whole of top-tier talent. The retreat caused a stall in technological growth, but as we all know, technology will not stand still. As companies are racing to remain competitive they are creating a greater inquire for programmers, engineers and sales people. The need for these candidates in our battle zones is greater than it has been in decades. These aggressive needs are now being greeted by a shortage of manufactures leading mighty talent.

As a consequence of the current increase in technology paired with a very real talent shortage, employers are being pressured to increase salaries and other benefits. Any time there is an increase in demand, coupled with a decrease in supply, costs will rise - in this case, salary and benefits. Within the technology manufactures we are also being faced with competition from manufactures giants who have the resources to offer greater salary and benefits to not only new hires, but their current employees as well. This makes it more inspiring for hiring employers to entice currently employed talent. For example, Google gave all of their employees a 10% pay increase last year, in addition to difficultly rivaled benefits. In the tech sector, we are finding salaries on the rise; just how much depends on the specific jobs, required skills and whole experience.

Companies are competitive to gather and keep their top employees and it goes beyond salary. Skilled recruiters are playing a very pivotal role in nurturing the talent pool, selling opportunities and facilitating the hiring process. It is leading that companies partner with recruiters to recognize talent and work with close and open communication when working straight through the interview process. Being able to effectively transport corporate culture, benefits, increase possible and whole business strategy is the combined accountability of recruiters and employers. We need to be sure that every manager is selling what they have to offer and motivating increase via branding, word of mouth, presence, collective media, etc. While the store continues to be competitive and the candidate pool remains in inquire whatever additional we can be doing to attract and hold employees will have an impact.

When enticing talent there can also be the perception that larger companies are more carport and that smaller ventures come with more risk. The reality is that there is no certify when it comes to employment and this perception is often a fallacy as every opening offers different potential, benefits and stability. Workforce reductions are a very real reality for large organizations when funds cuts are vital for survival. These cuts are most commonly achieved straight through allowance in workforce. Cisco had to let go of 2000 employees in 2009 as a result of the economic downturn. Start-ups or smaller organizations can often offer employees more stability within the society and often greater visibility depending on your role. Even in a downturn if you are the only marketing someone within a smaller society you may have more protection than if you are 1 of 20 in a larger business forced to make cuts. The thing to remember is that perception is not reality and it is leading that every opening is evaluated equally.

Overall, companies should be ready for when the labor store tightens by developing a strategy for attracting and retaining the right talent. Increased hiring due to economic increase will create more inquire for talent, and more resources will need to be devoted to branding, marketing and recruiting. Changing these recruiting strategies by doing things like addition salaries, contribution relocation, addition benefits, and creating greater awareness surrounding these changes will all come to be imperative. We also need to focus on keeping by creating awareness around corporate culture, benefits, training, development, increase possible and even free lunch on Fridays!

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Posted in: Talent, Winning