The IT Talent Shortage Debate - InformationWeek

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The IT Talent Shortage Debate
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Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 12:28:01 PM
Re: The age of Digital Screening
Here is a related article with tips on navigating the screening software -- another unpleasant IT job hunt reality that won't change soon: http://www.informationweek.com/software/information-management/it-jobs-how-to-master-applicant-tracking-systems/d/d-id/1316232
@B52Junebug
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@B52Junebug,
User Rank: Strategist
11/4/2014 | 12:22:58 PM
Re: Purple Squirrel
@Laurianne Even with us Women rolling the dice at 75% apptitude for the position doesnt mean we will get through the screening process.

Women generally have a hard time selling themselves when it comes to putting in for new jobs. We arent usually cut throat enough to take that leap. When we do, it can be seen as character flaw.
@B52Junebug
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@B52Junebug,
User Rank: Strategist
11/4/2014 | 12:16:16 PM
The age of Digital Screening
Just recently I moved for a job, the new company offered a great benefit of allowing your significant other to find a new job.

However, in the conversations that he has had with the Talent firm, they are all about the fact that your resume doesnt really matter. Social networking must be used. Linkedin, Facebook etc.

And if your resume doesnt have the new buzz words in the appropriate places within the resume the new screening software will rank you right of an opportunity.

I get that there are a ton of folks out there today looking for work in IT and some fluff their resume, but with tools like the automated screeners, dont you have to?

My significant other is a mid career Lan Admin or in new buzz words, Wintel. Because he has been out of the IT field for a year, he is willing to take an entry level position to get his feet wet. With everything I have seen and heard, he might as well retire.

Its very hard to be defeatist in this whole process, but really, if the HR folks dont understand what they are actually hiring for, how can they even bring in the right candidate?

My last job we were looking for a mobility engineer with two experiences, one App development and some VDI or at least the knowledge of VDI and could be taught. 65 resumes later, the manager still didnt have any one close to being qualified for either requirement all due to the screening process.

Its sad really.

 
shawn.anderson
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shawn.anderson,
User Rank: Apprentice
11/4/2014 | 11:55:31 AM
Re: We finally learned how to hire awesome developers
@Laurianne, we use both recruiter and our own methods. We look first to our customer base and any employee referrals, then we do job postings, and then we bring in the recruiter. We've had successful finds from all three sources. And yes, our candidates all mention how intrigued they are with our long interview. Too bad I can't post URL to a Business of Software (BOS) 2013 talk from Mikey Trafton where we got these awesome ideas. Message me @ShawnAnderson and I'll shoot the link to you. 
Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 11:42:33 AM
Re: Purple Squirrel
That is true Joe, that women and men react to job descriptions differently. Female CIOs tell me they teach their rising stars to apply when they have say 75% of what the descrip asks for -- because the men will roll the dice at this point, and if women don't, they fall behind.
Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 11:38:39 AM
Re: Talent's out there for companies that are looking
Thanks, @fullstackdavid. You raise a point I heard from many of the recruiters and HR pros: More and more, the companies who win at the talent game do it through the strength of their IT pros' own networks. Companies really love to hire people who are going to bring a rock star personal network to the party. If you have this, flaunt it. And as you point out, if you're a student or a new IT pro, work your way into those personal networks via hackathons and events. Glad your students are getting good results.
Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 11:30:52 AM
Re: The disconnect is between IT leadership and project leadershp
Good point re Agile and the continuous measurement of velocity. Agile doesn't have to mean constant personnel turnover, but it may turn into that if IT leadership and project managers get out of sync.
Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 11:25:10 AM
Re: Poor IT Management, Lazy HR
You heard the recruiter in this story tell me that the industry is still fighting the worry among college students that they will train for IT careers only to see jobs move to India. No wonder they worry about it; many of them saw their parents live through it. The reality is H-1B is not going away, like it or not.
Laurianne
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Laurianne,
User Rank: Author
11/4/2014 | 11:18:27 AM
Re: on the IT Talent shortage, I vote for "botched Hiring Process"
To your point , HR and IT may be different tribes, but they must partner, or the situation will get worse.
Laurianne
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50%
Laurianne,
User Rank: Author
11/4/2014 | 11:16:40 AM
Re: We finally learned how to hire awesome developers
@Shawn, thanks for the feedback and sharing your lessons learned. So are you using an outside recruiter to weed through through the initial submissions and decide who gets to take the coding test, or doing that yourself? Your interview process sounds quite practical. I bet the candidates like how the in-person day goes, as well.
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