Archive for category Finance
In April, more tech professionals quit their jobs than in March. This is according to the latest U.S Bureau of Labor Statistics Job Openings and Labor Turnover Survey. And it’s part of a continuing trend, as this quarter, more techies quit than in the last.
Why the voluntary quits? Many workers are simply leaving their current positions to accept or search for new, better ones that pay more for their skill set. This confidence in their ability to find new jobs suggests a strong economy, at least where tech is concerned.
But besides money, there are other reasons more tech pros are quitting their jobs. A recent Dice survey found that 43 percent of tech professionals who plan on quitting are searching for better working conditions. A third of the workers who are leaving their jobs desire more responsibility within their position. Another 16 percent are looking for a shorter commute, while 14 percent are relocating. And companies are taking notice.
As tech professionals get choosier, employers are responding by increasing incentives to retain them. More companies are offering higher compensation, more challenging assignments, flexible work schedules, opportunities to work remotely, and more frequent promotions.
All that to say, it’s a great time to be in tech. If you’re interested in pursuing your own new opportunities, the cards are stacked in your favor. Check out TRC Staffing Solutions for jobs available in your desired area.
As job seekers continue to broaden their careers, take a look at the following trends to watch for in 2015:
- Shift from Temporary to Full-Time Employment: Business News Daily reveals, “Employers planning to hire temporary or contract workers in 2015, fifty-six percent plan to transition some of those workers into full-time permanent roles.” Studies have also shown organizations are planning on hiring more employees in 2015.
- Big Data: If you are in the tech industry, then you have probably heard this term. Big Data is one of the hottest topics within the job market right now. Organizations are determining how to use Big Data to help them operate it effectively and efficiently. The need for candidates who know how to, mine for, manage and use this data for businesses will continue to grow.
- Mobile Focus: Did you know that 86% of job seekers who have a smart phone would use it to search for a job, but 50% of career sites aren’t optimized for mobile? Moving forward, more companies are spending additional funds to ensure their technologies are mobile friendly, which will provide more opportunities for candidates with related skill sets who can fulfill these needs.
- Help Desk Roles: In 2015, there will be a higher need for staffing agencies to place candidates in positions catering to technical support and help desk associates. As technology continues to change, the number of devices and variety of hardware and software that organizations support will sky rocket. As a result, it becomes more difficult for organizations to support these platforms and hiring needs will increase.
The real question at the end of the day is, how can you, as a job seeker prepare for these trends? Stay on top of the latest updates within your industry, learn new skills to make yourself marketable, and over-prepare for the interview. If you have any other key technology trends to look out for in 2015, we would love to hear from you!
It’s all about culture. Do you work in a culture of driven, hard-working producers? Then you, as well, are likely to be highly productive. Likewise, if you’re surrounded by slackers, your own productivity numbers may be lacking. Seems obvious; but what’s actually going on isn’t just a case of a low-producing department or company only being able to attract other low producers.
According to a recent survey by project management platform Taskworld, 50 percent of survey responders reported being frustrated by coworkers’ missed deadlines and 75 percent often must sit and wait for a coworker to complete his portion of a task before continuing on. Other studies report similar findings. Is this a case of the blame game (“It’s my co-worker’s fault things things don’t get done.”) or does it suggest productivity – and lack thereof – is contagious?
If it is indeed contagious, then that’s good news. Because you have the ability to inspire and motivate everyone around you simply through your daily work habits. You can directly contribute to your workplace culture, and help make it one of high achievement.
Do you know how much time we waste, mindlessly clicking the refresh button on our email accounts throughout the day? If you’re serious about reclaiming that time, focus, and peace – then here’s how to really stick to it. By the way, some experts say it takes about 21 days to establish a habit. So give yourself three weeks and your obsession should be a thing of the past. (Same goes for Facebook and Google News, etc).
- Set aside time each day (set a timer at first if you like) for checking email. You can set aside as much time as you need in one block, such as an hour, or disperse sessions throughout the day – but no more than three times per day.
- Disable push notifications. This is a given. Those constant dings make it impossible to not check your inbox.
- Delete your email account from your mobile phone. This is a last resort for the truly addicted, since many of us rely on our smart phones to make efficient use of our time during a commute (by bus or train of course, not while driving) by answering emails. Still, removing email access from your phone in turn makes you less addicted to your phone, which makes you more aware of the real world around you, instead of the virtual world on your screen.
- Don’t fall for the guilt trip. Many people will wonder why you’re not suddenly not available 24-7 via email. As long as you’re productive, you have every right not to be. Naturally, exceptions apply when you’re anticipating an important or time-sensitive email. But other times, if the matter is dire, he or she can always call.
A recent article in Fast Company discusses jobs of the future, and how to get them. Naturally, tech jobs are at the top of the list. But there are other, less obvious findings, too. Here are a few interesting points.
- Construction and health care jobs will grow, as the economy rebounds and baby boomers age.
- The fastest growing jobs are in business intelligence, UX design, and mobile development.
- Middle management jobs are being phased out. The conclusion here being that being a highly paid professional no longer necessarily requires a fancy management title.
- The new “career path” isn’t so straight and clear as before. As the demand for tech workers continues to grow, the range of backgrounds will also grow. For example, you won’t just see a graphic design major in a designer role; you may also see a psychology or other major in these roles, as long as that worker possesses important skills that translate to success at the job.
What do you think of these findings? Do you have any of your own predictions to add?
This infographic paints a picture of what makes tech workers tick, and how to recruit them. From how they learn about jobs, to companies they most want to work for, to what’s most important to them when choosing a job. Do you agree with the findings presented in this infographic?
As a manager, your employee likely comes to you for answers and advice. But certain topics feel difficult, if not impossible, for your reports to approach with their manager. That’s when it’s your job to listen for the signs and address them effectively.
What sort of things are they not telling you?
I need training. Not, I need an answer to this specific question. This is more of an “I feel a little under-skilled for the task I’ve been given.” No employee is going to feel 100% confident about every aspect of their job, if they’re in the right one (one that challenges them). But it’s still difficult to tell your boss that, in regards to this specific task, you kind of don’t know what you’re doing. So a good manager learns to listen for the clues that an employee is feeling uncertain. For example, the employee may try to pass the task off to another employee who he views as having “more experience” in that area. Or he may make comments out of frustration like, “I don’t even know where to start.” When you see these signs, rather than giving the project to someone else, show your confidence in your employee by providing some one-on-one coaching – provided he’s interested in learning.
I’m overworked. While some employees have no problem telling you they need a break, others will exhaust themselves before they tell you they’re stretched too thin. By that time, they’re burnt out. If you see an employee skipping lunch and working long hours on a regular basis, take notice. And listen for subtle complaints that don’t outright say, but suggest they’re overwhelmed, such as “Which of these items on my to-do list is of most/least importance, because I’m worried about being able to get them all done.”
I’m not being stimulated. It’s hard for an employee to tell her boss she’s bored, for fear she’ll insult someone or worse, lose her job. If she’s asking for more work, that’s a crystal clear sign she needs a project to challenge her!
I need you to step in to potentially avoid a crisis. Perhaps a project is being derailed or a client is at risk of being lost. Employees don’t want to seem incompetent to you, so it may be difficult for some of them to be blunt about the situation. But when the stakes are this high, as a leader you need to recognize the clues in time to remedy the problem. Ask for regular status updates and listen carefully to the tone of the answer. If it’s negative, such as, “The client is getting angry,” then it’s time to intervene.
Sure, it’d be easier if your employees would always be upfront and direct. But the fact is, they often aren’t. Learning to listen will make you a more effective leader, your employees happier, and your company more successful.