iiba houston it hiring trends 2008 by james del monte cpc, cers jda professional services, inc
TRANSCRIPT
“ . . . Almost 100% of a managers success comes from hiring and retaining good people. Good people don’t make the difference - they are the difference“
- James Del Monte - - James Del Monte - CERSCERS
Hard Questions
1. Who are you and what does JDA stand for?
2. What is going on in the employment market?
3. What skills are hot and what's not?
4. What are the current and future hiring trends?
5. How do you position yourself to maximize your career?
6. Are you done yet?
What JDA Does. . .JDA Professional Services, Inc. is a Houston-based IT staffing firm specializing in the recruitment of strategic-technical to executive-level professionals. We provide staffing solutions through full-time, contract, and project-based placements. Since 1981, we have been helping companies build great IT departments while helping IT professionals find the right career opportunities.
Full-Time Staffing
Contract /Temporary Staffing
Special Projects Staffing
JDA
•Leadership
•Industry/Business knowledge
•Networking Opportunities
•Friendship
Value of a Professional Organization
Law of Supply and Demand
The demand for skilled professionals peaked 4Q99 and has decreased, bottoming out 3Q03. The current cycle indicates that once again there are more positions than skilled
professionals, and this is projected to continue past 2010.
Labor Surplus vs. Skill Shortage
1984
1995
2Q01
4Q04
Demand Bottomed
4Q99
Demand Peaked
Demand Bottomed Supply
Demand
1989 3Q03
Job Creation
1 million new IT positions from 2004 – 2014 that’s a 30% increase(BLS)
Labor Surplus vs. Skill Shortage
Employment Index
Employment of workers in IT Occupations
3,200,000
3,300,000
3,400,000
3,500,000
3,600,000
3,700,000
3,800,000
3,900,000
2003
Q4
2004
Q1
2004
Q2
2004
Q3
2004
Q4
2005
Q1
2005
Q2
2005
Q3
2005
Q4
2006
Q1
2006
Q2
2006
Q3
2006
Q4
2007
Q1
2007
Q2
2007
Q3
2007
Q4
2008
Q1
2008
Q2
Source: National Association of Computer Consultant Businesses (www.naccb.org)
Unemployment Virtually “Zero” Among IT Professionals
Occupation 2Q2008 Unemployment rate
Computer hardware engineers 1.7
Computer and information systems managers 2.1
Computer programmers 3.3
Computer scientists and systems analysts 1.0
Computer software engineers 1.9
Computer support specialists 3.7
Database administrators 1.6
Network and computer systems administrators 2.8
Network systems and data communications analysts 2.5
Source: unpublished tabulations of Current Population Survey data furnished by the U.S. Bureau of Labor Statistics.
Education Pays
Doctoral degree
Professional degree
Master’s degree
Bachelor’s degree
Associate degree
Some college, no degree
High-school graduate
Less than a high-school diploma
Unemployment rate in 2007 (Percent) Median weekly earnings in 2007 (Dollars)
1.4%
1.3
1.8
2.2
3.0
3.8
4.4
7.1
$1,497
1,427
1,165
987
740
683
604
428
Source: http://www.bls.gov/emp/emptab7.htm
The job market has shifted from an Employer’s MarketEmployer’s Market to a Job Seeker’s MarketJob Seeker’s Market - to a Combination MarketCombination Market.
Candidate
Candidate
Candidate
Position
Position
Position
Position
Candidate
2000 - 20032000 - 20032000 - 20032000 - 2003 2004 - 20102004 - 20102004 - 20102004 - 2010
Market Shift
New Enrollment in CS & CE Bachelor, Master & PhD Programs
24976
28018
3188133583 33848
27794
24640
21232 21357 20984
0
10000
20000
30000
40000
1998 1999 2000 2001 2002 2003 2004 2005 2006 2007
Illustration of participation in 4-year or higher computer-related degree programs from 1998-2007
• Will come from companies with less than 100 employees
• In Houston there are less than 4,000 companies with over 100 employees
• These companies need the same services as large companies - just not all the time
80% of Job Growth
Big VS Small
• Traditional business don’t create jobs or invent products they buy them
• Job Growth vs Job Creation
• Risk Aversive – more committee decision make to limit career risk
4 Generations
• > 46 Depression WWII
• 47 - 64 Baby Boomers
• 65 - 85 Generation X
• 86 - 05 Generation Y or millennial
Generation Perception
• Strengths• Connected• Networking with others• Multi-tasking• Team players – collective
action • Structured workers• Complex problem solving• Traditional values• Desire to succeed • Tech savvy • Heroic spirit • Tenacious
• Weaknesses• Catered to • Work habits• Attention span• Immediate gratification• Need for feedback• 80% turn over first year• Grade inflation / abilities • No independent responsibility• Unrealistic expectation • Lack of patience • Inexperience in life skills
Gen Y
• 74% of employers say Gen Y workers expect to be paid more
• 61% say Gen Y workers expect to have flexible schedules
• 56% say Gen Y workers expect to be promoted within the year
• 50% say Gen Y workers expect to have more vacation or personal time
• 37% say Gen Y workers expect to have access to state-of-the-art technology
• Bingham consulting professionals 2008
What Makes a Successful Employee
• Showing up• Being ready to work• Doing what it takes• Ability to learn and take on more• Plays well with others• Attitude - positive optimistic
A faithful employee is as refreshing as a cool day in the hot summertime. Proverbs 26 13
#1 Suggestion by #1 Suggestion by ExecutivesExecutives
•Learn the Business
Your biggest asset? = ability to make money – this will take constant training and upgrading – invest both time and money in oneself. You have to INVEST in your biggest asset! Think ROI.
Skills CIO’s Look For Personal Inventory
• Business/Functional• Project Management• Communication - written and oral• Presentation • Problem Solving• Critical Thinking • Leadership• Organization Skills• Time Management• Attention to Detail• Learning Ability• Flexibility
Future Skills
• Navigation and filter skills
• Relationship building in multi cultural environment
• Learn to learn
• Connecting the dots
Networking for Success
• On going process - not an event
• Stay in touch over the long haul
• Give first before you ask in return
• Add value first
Networking
It all starts with networking and finding the value that you bring
Ask and you shall receive
Advice from CIO’s
• Develop your personal network• Specific technology can be learned as needed• In the fast changing technology, knowledge, ability, skills and
habits are all combined to make a career • Make sure that all strategic plans are tied to a technology plan• Have personal integrity, be humble, be frank and honest• Get technical, stay intellectual and put in more than you take out
while you are in a career building mode.• Look for mentors to help you improve. • Be aggressive in ways to help the business (don’t just wait for
someone to give you work). • Half of everything you know today will be obsolete in three
years.• Maintain a healthy balance between self, family and work.
Laugh a lot and eat your vegetables.