tracey turner (diversity) - "diversiti it hiring influence"

1Diversiti IT Hiring Influence Report 2006

Diversiti IT Hiring Influence Report 2006

A national survey of qualifications and accreditations that influence employer hiring decisions in the IT industry

June 2006


• Why did we do the survey. What were our objectives?

• Who responded? What was the mix?

• Market Outlook and Hiring Influences

• Conclusion and some key recommendations

What are we going to talk about today?


What were our objectives?

1. What IT education is valued most highly and what other factors influence employers hiring decisions

2. What skills will be in demand for the next 12 months

3. Skill shortage – Myth or Reality?


• 365 Australian employers who currently hire candidates

Survey Respondents

45%

4%

29%

21%

21%1%

NSWACTVICQLDOther (incl. WA/SA/NT/TAS)


• IT hiring managers, HR professionals, Procurement and Corporate Recruitment

Survey Respondents

2%

Less than 1010 - 100101 - 10001001 - 5000More than 5000

8%

26%

37%

27%

Size of Organisation


• All industry sectors represented

Survey Respondents

19%

6%

7%

13% 16%

18%

21%

Financial Services & Insurance

Retail/ Wholesale/ OtherTelecommunications & TechnologyProducts & ManufacturingProfessional ServicesResources & Utilities

Government


Easier

Same

Harder

46%

5%

49%

Ease of finding future IT candidates

Market outlook

Key finding: As the IT market gets tighter – employers need to take the hunt for talent into new territories

IT’S ALREADY TOUGH

IT’S GOING TO GET EVEN TOUGHER!


An ageing workforce

Candidates keeping up-to-date with changing technology

Competition from other professions

Continued decline in IT student enrolments

Fear of an industry downturn

Global competition for skilled IT resources / offshoring

Inadequate study by candidates

Inadequate training by learning institutions

Inadequate training by employers

Low female participationSkilled immigrants

Other

31%

44%

47%

45%

29%

78%

12%

15%

32%

28%

24%

7%

Factors impacting future labour supplies

Market outlook

Key finding: the competition for skilled IT resources is global. Employers need to review sourcing and training strategies


NSW QLD Other states/Territories*VIC

0 5010 20 30 40 60 70 80 90 100

*Indicative only. Small sample..

Motivation of staff

Shortage of skilled candidate

Recruiting the right skill set

Retaining talent

Salaries - paying market rates

Work life balance

Career choices / career path

Training and keeping skills up-to-date

Job flexibility

Contingent workforce management

Stress management

Redundancies

Retirement and lost IP

Other

Future IT staffing issues by state/territory

Market outlook

Key finding: IT skills shortage is fact69%

63%

61%

Watch this space!


Current IT skill areas most in demand

Business/Systems Analysis

Call Centre/Technical Support

Database Administration

Enterprise Architecture

ERP/CRM

Infrastructure/Network Management

Project Management/IT Management

Sales/Pre-sales

Security

Software Development/Programming

Systems Management and Administration

Quality Assurance/Testing

48%

10%

13%

14%

22%

19%

51%

8%

7%

43%

16%

14%

Web Design/Multimedia 8%

Other 6%

Market outlook

Key finding: Project Management skills in hot demand

Interesting statistic as also one of the highest rated skill to be impacted by

offshoring


IT qualifications

Skills Cert./Vendor Accred.

TAFE Diploma

TAFE Certificate

Bachelors Degree

University Post Grad Degree

MBA

0 5010 20 30 40 60 70 80 90 100

QLDVICNSW

Posit

ive in

fluen

ce (h

igh/

very

hig

h)

Key finding: employers prefer tertiary education

Qualification influence by state

More valued by larger organisations – 28% (1 in 4) considering it a high influence

55%

77%


Bachelor of Management Information Systems

Bachelor of Arts

Bachelor of Computer Science

Bachelor of Applied Science

Bachelor of Science

Bachelor of Engineering

Bachelor of IT

Bachelor of Commerce

Bachelor of Business

Combined IT and Business Degree

Other

2%

61%

9%

10%

27%

75%

12%

20%

49%

75%

3%

IT qualifications

Key finding: employers prefer a combined IT and business degree or mainstream IT degree

Preferred university degree


* Prior work experience

Subject results / GPA

Units / subjects studied

University attended

0 5010 20 30 40 60 70 80 90 100

QLDVICNSW

Pos

itive

Inf

lue

nce

(hig

h/ve

ry h

igh)

IT graduate hiring influences by state

Key finding: graduates that demonstrate prior work experience will have more success in getting work

IT qualifications


IT qualifications

The top 3 most commonly identified IT certifications or accreditations are:

1. Microsoft systems related accreditations

2. Project Management certifications from the PMI such as PMBOK and PMP

3. ITIL certifications

Other well recognised skills certifications or vendor accreditations include:


Other hiring influences

High Very highModerateLow

Cultural fit to team

Communication skills

Motivation and results driven

Demonstrated achievements in relevant skill area

Previous work experience

Business acumen

Written / verbal references

General appearance / attire

Strong academic results

Contributions to IT related activities

Non-IT extracurricular achievements

Linguistic skills

Membership to institutions / clubs

0 5010 20 30 40 60 70 80 90 100

Other factors influencing candidate selections

Key finding: business skills do influence hiring decisions


Passion for IT

Capability to perform and learn

Determination to succeed

Leadership

Team player

Desire for knowledge

Adaptable to change

Energy and optimism

Diversity of talents

Intellect and general knowledge

Multi-tasking and work balance

Other

26%

61%

26%

24%

64%

18%

43%

46%

13%

23%

26%

4%

Personal characteristics of high performing IT professionals

Key finding: team player and the capability to perform and learn are most sought after traits of high performing IT professionals



Written references

Verbal references

Sighting education / training certificates

Security checks

Technical or skills testing

Psychological or behavioural testing

Internet searches (ie. Google)

Others

35%

81%

45%

30%

53%

38%

8%

7%

Most commonly used checks and tests to verify applications


Key finding: employers still rely mostly on verbal referees to legitimise candidate applications


Percentage of IT hires sourced from overseas

49%

16%

16%

8%

3%

4%

2%

1%

Less than 5%

5% - 10%

10% - 20%

20% - 30%

30% - 40%

40% - 50%

50% - 75%

75% - 100%

Good News ?

Key finding: Australians believe they will be able to source majority of IT hires locally


Impact of outsourcing on demand

Increase demand

Decrease demand

No change

26%

29%

45%

Key finding: Large organisations believe outsourcing will decrease the demand for certain skill sets in next 12 months

Balance to Outsourcing/Offshoring


Skill areas impacted by offshoring

Business/Systems Analysis

Call Centre/Technical Support

Database Administration

Enterprise Architecture

ERP / CRM

Infrastructure/Network Management

Project Management / IT Management

Sales/Pre-Sales

Security

Software Development/Programming

Systems Management and Administration

Quality Assurance/

15%

70%

31%

8%

21%

25%

12%

4%

9%

78%

32%

34%

25%

4%

Web Design / Multimedia

Other

What skills may go offshore?

Key finding: Software development / programming most likely skill area to be impacted by offshoring


Percentage of female hires in past 12 months by state

How is the gender mix tracking in IT?

Key finding: females continue to represent only a small portion of new hires. The industry needs to act to attract balance.

21%

14%

21%

17%

11%

9%

2%

1%

1%

3%

0 - 10%

10% - 20%

20% - 30%

30% - 40%

40% - 50%

50% - 60%

60% - 70%

70% - 80%

80% - 90%

90% - 100%

56% of respondents work in orgs. where less than 30% of total hires are female


1. As the IT market gets tighter, employers will need to review their sourcing strategies for experienced hires and graduates.

2. Employers need to be more open to candidates from non-tertiary backgrounds and invest in training and up-skilling programs for their existing workforce.

3. The competition for resources is global – we can’t ignore reality.

Conclusion and recommendations- Industry


(a) attract people (especially women) into the IT profession

(b) and give it a complete image overhaul

(c) ensure practical business skills are integrated into the curriculum

Conclusion and recommendations - Education

Finally, the industry needs to collaborate with educational institutions and invest in a campaign to :


Diversiti IT Hiring Influence Report 2006

www.diversiti.com.au

tracey turner (diversity) - "diversiti it hiring influence"

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