Tech Recruiting: How to Attract and Hire Today s Techie

Transcription

1 Tech Recruiting: How to Attract and Hire Today s #rtrends Sponsored by: The Career Hub For Tech February 13, 2013 Tips for using your Control Panel Audio Mode How to ask a Question Grab Tab Moderated by: Anna Brekka Senior Director Recruiting Trends 4 3 1

2 Presented By: Michael J. Gray Senior Sourcer/ Talent Acquisition Specialist, Hershey Company Tom Silver, SVP of Sales, Dice Dice Tech Hiring Trends February 13, 2013 Michael D Antonio, Managing Partner, ITC Staffing 5 Prepared for Recruiting Trends Presented by Tom Silver Tech unemployment remains low Tech hiring is steady Dice job postings are unchanged Database administrators: 1.5% Network architects: 1.9% Software developers: 2.9% Source: U.S. Bureau of Labor Statistics. Source: Dice.com. 2

3 but turnover remains below average (in thousan ds) Professional and Business Services Average National tech salaries are on the rise Up 5% YoY; Biggest jump in more than a decade Monthly Change in Employment Level of Voluntary Quits Source: BLS Employment Situation Professional and Business Services and BLS JOLTS Survey Professional and Business Services Quits. Source: Dice Tech Salary Survey Top 5 tech talent gaps 1. Java/J2EE Developers 2. Mobile Developers 3..NET Developers 4. Data Analysts/Analytics 5. Software Developers Turnover possible Nearly 2 out of 5 tech staff feel they can earn more by changing employers Source: Dice.com Hiring Survey, Nov. 2012, with 1,059 tech focused hiring managers and recruiters responding. Source: Dice Tech Salary Survey

4 What tech pros want Why do you anticipate changing employers? It s a tight market for tech talent Think about what you re doing to attract and retain quality tech professionals Salaries Bonuses More interesting or challenging assignments Other motivators: Telecommuting, flex hours, office perks, training and certification Build your brand Source: Dice Tech Salary Survey Number One: Defining job requirements in the new industry. Top three traditional vs. non-traditional approaches to recruitment when switching industries and technologies. Traditional The intake meeting attended with the hiring manager to go over the specs and details of the job. Isolate the details that makes a good candidate a great one. Those are the details that will not be on a candidate s resume. Get to know all stakeholders in the interview cycle. Recruiter looks at the corporate fit and the sourcer focuses on industry, title and alumni or places where the perfect passive candidate can be found. Non- Traditional Conduct web based competitive analysis. Using Google related search once you enter a competitor s website. Example: If you work for Coca-Cola and you are targeting Pepsi then In a Google search field type related: Pepsico.com Your results should reveal more than you thought you knew about the beverage industry. And therefore more information for your search. 4

5 Number two: Finding the correct job title that the ideal candidate possess for the specific job to your client Traditional Look at your current company or client company and determine what they call the individual you are seeking by a common name. Some companies pride themselves on individuality when it comes to titles. This may be good for the employees, but it is bad for your search. Get a list of all common job titles for the role you are working on from your hiring manager. After that go non-traditional. Non-traditional Use indeed.com to find alternative job titles for any position. For example if you were seeking a procurement manager type that in under under the What field and look to the left column you will see Titles there you will find positions that are similar in description with alternative titles, such as Sourcing Manager and Manager of Logistics. Now you can include those new titles in your search along with whatever the hiring manager has given you. Number three: Finding what looks great on paper by getting the resume of a great candidate who became an employee the last time the position was open. Traditional Obtain the resume from the applicant tracking system or hiring manager use key words and phrases from it in your job search. Non-traditional Use word or phrase analysis tool to pull out the most repeated key words for your search string. A site call wordle.net creates word maps and displays the most repeated words on a resume in bold and increased font size. Take those words and put them into a search string to place emphasis on the most commonly used keywords when trying to find an individual. In addition to resumes, you can run wordle.com against your job descriptions from the hiring manager. Hiring Manager Desk Phone Position Info: Title: Job Intake Form Company/Group Cell Phone Location: Job Intake Form continued What are the top four skills in order of priority: Other skills that would be relevant to our search: Expand on the description: Reason for opening (addition or replacement): Product and/or technology experience: In just a few words describe your company: Main Competitors: Target Companies: 5

6 Job Intake Form continued What will this person need to accomplish or do? In the first month: By 3rd month: By 6th month: How long has the position been open? Has anyone interviewed for this? What are their names: What will this person need to accomplish or do: Base Salary Bonus Commission Stock Closing Candidates: Job Intake Form continued Why would someone leave their current role to join your company? Why would someone leave their current role for this position? Just a few words from our sponsor Unlimit your talent search Access more candidates with Open Web Skill Resume Profiles Open Web Profiles Java Developer 46, ,574 Mobile Developer 22, ,967.Net Developer 29,091 72,366 Data Analytics 16,225 64,570 Software Developer 86, ,719 Source: Dice.com. Candidates within USA. Dice.com/OpenWeb #DiceUnlimited 6

7 Presented By: Michael J. Gray Tom Silver, Time for your Questions Michael D Antonio, michael@itc-staffing.com SHRM Staffing Management Conference & Exposition Thank you for joining us! A copy of this presentation s slide deck and session recording will be available on within 2 working days. You can visit our previously recorded event library at any time: Please send your questions, comments and feedback to: victoria@recruitingtrends.com 27 7