Drill down on the latest trends in the IT labor market for job seekers and employers and get expert advice from an IT recruiter.
"With the tight [IT] labor market many companies are looking to train or do continuing education with their current employees to get the skills needed," DeBettignies said. Don't pass up on training and education programs offered by your employer; they could be your next step (or two) on the career ladder, he said. "Take advantage of education programs, ask to attend classes and conferences, get certification."
4. Learn The Language Of Business.
"iOS, Android, Ruby on Rails, Java ... everyone is talking about computer languages," DeBettignies said. "The best language you can learn is the business side of things. You don’t need to speak like you have a MBA but being able to talk with users, clients and C-level executives is priceless. This is a skill not easily outsourced or offshored."
5. Meet With Prospective Employers Even If You're Not Job Hunting.
Just because you're not actually on the job market doesn't mean you can't meet with people or organizations that you might someday like to work with. (There's also the general career wisdom that it's often easiest to find a good job when you don't actually need one.)
"If I were an IT pro I would on occasion meet with companies I one day may want to work for," DeBettignies said. "This can be informal at tech events, user group meetings or one-on-one at a coffee shop."
For IT Hiring Managers...
6. Prioritize Skills In The Job Description.
If you're writing job descriptions that just laundry list a dozen or more required skills, consider a modified approach for finding better talent matches: Prioritize programming languages and other knowledge into tiers. This helps both you and prospective employees.
"I am seeing, particularly with startups, tech skill requirements being listed in terms of 'must-have,' 'nice-to-have,' and 'would-be-great-to-have [as extras],' versus the long 14-item wish list," DeBettignies said. "This allows for a better understanding [of] what the job entails."
7. Develop "Talent Pools."
Much like pro sports teams keep tabs on players and farm systems in other organizations, some businesses do the same by creating "talent pools."
"Larger companies have been doing this for a number of years and it is now trickling down to startups and smaller tech companies," DeBettignies said. "The idea is 'always be recruiting' -- that while an Android developer may not be needed today or this month we know that we may need two or three more this year, [so] be constantly creating relationships with new developers and staying in touch with ones previously spoken to."
8. "Too Busy" To Recruit? Prepare For Mediocre (Or No) Talent.
"A number of startup CEOs are saying they do not have time to recruit. Which is insane," DeBettignies said. "They say between writing code, running the day-to-day business and raising funds they do not have time to recruit."
Make time, or suffer the consequences of a talent shortage.
On the flip side, DeBettignies offers some final words of advice for IT professionals: Because some executives and hiring managers aren't actively meeting with prospective additions to their teams, the burden's on you to take the first step. Don't sit around waiting for the phone to ring.
"Managing one's career, including thinking about new opportunities, is a must," DeBettignies said. "The idea of waiting to be contacted is obviously reactive and will cost you in the long run."
InformationWeek Tech Digest, Nov. 10, 2014Just 30% of respondents to our new survey say their companies are very or extremely effective at identifying critical data and analyzing it to make decisions, down from 42% in 2013. What gives?