Archive for May, 2014
Information Week recently released its annual US IT Salary Survey Report. This survey is the largest employee-based IT salary survey in the country, and measures various aspects of pay, benefits, and job satisfaction.
According to the survey, the good news continues for information technology professionals – their pay rose, albeit modestly, during the past year. Of 5.945 IT staffers and 5,717 IT managers, total compensation rose 1.6% for staffers, and 2.4% for managers.
Here are a few other findings.
• Positive Perception. Forty-eight percent of workers believe their industry is more promising than it was five years ago (a 15-point jump from 2011). Fifty-five percent of managers feel it’s more promising (also a 15-point jump).
• The Highest Earners. Wall Street, biotech, energy, consumer goods, financial services, IT and electronics, and consulting industry managers earn the most. Their median total compensation is $140,000. Education, Nonprofit, and government IT managers earn the least, at $94,000 median yearly compensation or less.
• What Motivates. It turns out different people require different incentives. Of 24 satisfaction drivers listed in the survey, no single factor was selected by half of respondents. However, staffers chose “base pay” most often and managers chose “having my opinion and knowledge valued” most often.
• Gender Gap. Unfortunately, a gender gap does remain in the IT industry. Male staffers make roughly 16% more than females, and male managers make about 11% more.
Which brings up the question. Women in IT, is it time to ask for a raise?
We hope all the mothers out there enjoyed a great Mother’s Day. It’s both deeply rewarding and at times challenging to be a mother today. Whether you stay home full-time with your kids, work part-time, or juggle a full-time job and motherhood, it seems all of us are looking for balance.
Clearly, a mother’s perspective is needed and valued in the workforce today. Companies are finally catching on to the fact that if we want the best talent, we’ve got to do our part to make it possible for mom’s to succeed at their careers and at home. That means creating a work environment conducive to family, including (in many cases) flexible hours, the option to work from home, maternity leave, and on-site daycare.
In fact, companies are even reaching out to moms who’ve taken years off from finance, banking, business, and other careers to stay home with their young children, in an effort to woo them back to the workforce. For example, tech giants Google and Microsoft have partnered with the startup ReacHire, to refresh moms’ skills and place them in four -to six-month paid assignments.
The U.S. Office of Science and Technology Policy has collaborated with the White House Council on Women and Girls to help bridge the tech talent gap with women, by “clearing hurdles for women and girls as they navigate careers in science, technology, engineering, and math.”
What’s most important is that women have the tools they need to succeed at home, at work, or both if they choose. Natural masters of efficiency and multitasking, mothers are already a step ahead. But they need the right employers, too.
Like these. Here’s a list of Glassdoor’s 10 Best Tech Companies to Work for (that are NOT one of the obvious Silicon Valley giants).
We’ve discussed the use of big data for recruiters to find job candidates. Now, according to surveys by business research companies like CEB and a recent Forbes NetApp article, many companies are using big data to locate and leverage talent within their own companies.
Here’s how it works.
Companies are combining the efforts of recruiters, who source contractors for new and temporary projects, with those of programs like IBM’s Talent Suite or BambooHR’s customizable software. These programs transform employee profiles into powerful tools that offer insight beyond a worker’s job description or self description. These tools scour the internet for social media profiles, comments, blogs, and more in order to build a “skill profile” for each employee. The software then allows managers to submit searches for particular skills and land on current employees (company wide) that possess these skills. Good managers will help develop these skills in superstar employees, instead of letting them get under the radar and eventually lost to the competition.
In the construction and hi-tech industries in particular, this objective and efficient form of talent location is aiding or replacing traditional employee-written profiles and lists of aptitudes – which are highly subjective, quickly dated, and not nearly as accessible.
Big data will play an increasing role in HR and recruiting, but it’s not without its kinks. There are privacy concerns. There’s the idea that companies should find ways to present each opportunity to all employees, not just the other way around. Then there’s the fact that while 65% of participants in a recent CEB study thought big data was critical to talent management, only 44% were actually using the data to hire. That will likely change as analytics play a bigger and bigger role in HR and recruiting.
Staffingtalk.com recently commented on a write-up by Fred Wilson of AVC titled “The Value of an Engineering Degree.” It’s a pretty interested article and you should check it out if you’re an engineer, considering becoming one, or a teacher of potential engineers.
Interesting quotes from the article include the following.
• “NYC [and much of the world] is starved for the kind of technical, quantitative, and analytical minds that engineering schools generate.”
• “With an engineering degree and in a big city…they can earn more in a year than their parents combined.”
• “There are more technical jobs open than qualified candidates to fill them. It is the one bright spot in an otherwise bleak employment picture.”
• “We need to be investing in our engineering schools and…in a K-12 education that gets our children ready to go to these schools.”
We could not agree more. And check out this table of ROIs on engineering degrees:
Finally, make sure to check out the comments. There are some great ones from engineers.
There’s no shortage of demand for tech talent right now. In this “top 25” list Forbes obtained from Indeed.com, you’ll find a wide variety of companies hiring for tech. This list includes the 25 companies with the highest number of U.S.-based openings paying $60,000 or more per year.
They’re hiring web developers, database administrators, IT systems analysts, systems administrators, network engineers, programmer analysts, programmer writers, software development engineers, and many other job titles.
Something else you’ll notice is the wide variety of companies hiring tech talent. From consulting services like PwC and Booz Allen Hamilton to defense contractors like Northrop Grumman and General Dynamics to technology companies like IBM, HP, and the current biggest hirer, Amazon – if you’ve got the skills, you’ve got your pick of a diverse group of potential employers.
1. Amazon Corporate LLC – 1,784 openings
2. Lockheed Martin – 1,568 openings
3. General Dynamics – IT – 1,114 openings
4. Northrop Grumman – 1,099 openings
5. Diverse Lynx – 985 openings
6. IBM – 889 openings
7. CSC – 878 openings
8. JPMorgan Chase – 866 openings
9. AppLabs – 787 openings
10. Microsoft – 772 openings
11. HP – 707 openings
12. Technosoft Corporation – 660 openings
13. GM – 643 openings
14. Chico’s FAS, Inc. – 572 openings
15. Apple – 551 openings
16. Dell – 535 openings
17. Leidos – 530 openings
18. PwC – 528 openings
19. Careworks Tech – 494 openings
20. Cognizant – 488 openings
21. Booz Allen Hamilton – 486 openings
22. BAE Systems – 471 openings
23. CACI International Inc – 463 openings
24. Axius Technologies – 442 openings
25. ManTech International Corporation – 375 openings