Tuesday, December 2, 2014
Thursday, April 17, 2014
Current Trends in IT Recruiting Services
Recruiting IT staff is a costly exercise. When businesses choose the right people for the job, treat them well, these people can produce amazing results that can take a business to a different height. Without the right people, it becomes impossible for a business to achieve their goals. This is true for the whole spectrum of business activity including healthcare, legal practices, airlines, restaurants and also Information Technology. A poor choice in IT recruitment can prove to be expensive for the whole business. Though companies follow different strategies for their IT recruitment, it is possible to find out some of the trends that are currently affecting IT recruiting services.
Increased demand for Big Data
Companies are quick to adopt new technologies and invest in cloud, mobile and social networking platforms. But the challenge now is that businesses have an overwhelming amount of valuable data and need a new breed of data scientist who can use this data to provide better customer relationships and develop products and services based on customers’ behavior. Businesses are having a hard time finding IT professionals with Big Data skills. According to John Michelsen, CTO of software management company CA Technologies “these are highly specialized skills”. The need for IT professionals with Big Data skills is mounting but getting access to the right candidates can be difficult.
Recruiting becomes more social
A resume can no longer be relied on as the main focus in helping a candidate getting a job. A resume shows a summary of a candidate’s skill and experience, but what about his online presence? An employer is interested in knowing the social presence of its prospective employees. A candidate’s social presence can both be a pro or a con in his search for a job. It is the responsibility of a candidate to use social networking platforms responsibly and be careful about his updates, comments and photos. Try to remember that a prospective employer builds his opinion depending on a candidate’s social feeds.
Social networking to retain talent
Not only for recruiting talent, businesses are using social networking platforms to engage talent, retain them, nurture them and finally enhance their loyalty to a business. 2014 is expected to be the year when employers will tap the social and behavioral data of their employees to motivate them, understand their demand and lengthen their tenure with an organization.
The roles of CIOs have evolved
CIOs are no longer confined to their back office. Their roles have evolved too. They have migrated from back office to the board room making their roles more prominent and visible. In the coming years, CIOs need to take a prominent role in some of the latest IT trends including mobile, cloud and data. The role of CIOs is evolving and also their importance within an organization.
Putting greater emphasis on attitude
Businesses are giving more emphasis to attitude even more so than qualification and experience. Of course there are certain roles that need special training and substantial previous experience, but there may be a trade-off against the ideal attitude.
Recruiters are the best people to understand the attitude of a candidate and predict whether or not the candidate is fit for a particular role and corporate environment.
Increased demand for Big Data
Companies are quick to adopt new technologies and invest in cloud, mobile and social networking platforms. But the challenge now is that businesses have an overwhelming amount of valuable data and need a new breed of data scientist who can use this data to provide better customer relationships and develop products and services based on customers’ behavior. Businesses are having a hard time finding IT professionals with Big Data skills. According to John Michelsen, CTO of software management company CA Technologies “these are highly specialized skills”. The need for IT professionals with Big Data skills is mounting but getting access to the right candidates can be difficult.
Recruiting becomes more social
A resume can no longer be relied on as the main focus in helping a candidate getting a job. A resume shows a summary of a candidate’s skill and experience, but what about his online presence? An employer is interested in knowing the social presence of its prospective employees. A candidate’s social presence can both be a pro or a con in his search for a job. It is the responsibility of a candidate to use social networking platforms responsibly and be careful about his updates, comments and photos. Try to remember that a prospective employer builds his opinion depending on a candidate’s social feeds.
Social networking to retain talent
Not only for recruiting talent, businesses are using social networking platforms to engage talent, retain them, nurture them and finally enhance their loyalty to a business. 2014 is expected to be the year when employers will tap the social and behavioral data of their employees to motivate them, understand their demand and lengthen their tenure with an organization.
The roles of CIOs have evolved
CIOs are no longer confined to their back office. Their roles have evolved too. They have migrated from back office to the board room making their roles more prominent and visible. In the coming years, CIOs need to take a prominent role in some of the latest IT trends including mobile, cloud and data. The role of CIOs is evolving and also their importance within an organization.
Putting greater emphasis on attitude
Businesses are giving more emphasis to attitude even more so than qualification and experience. Of course there are certain roles that need special training and substantial previous experience, but there may be a trade-off against the ideal attitude.
Recruiters are the best people to understand the attitude of a candidate and predict whether or not the candidate is fit for a particular role and corporate environment.
Wednesday, April 16, 2014
Friday, April 11, 2014
5 Hot IT Skills for 2014 | COA IT Solutions
5 Hot IT Skills for 2014 | COA IT Solutions
According to Computerworld’s annual forecast survey, 32% of companies are expected to increase their IT head count in 2014, compared with 33% in 2013. Although the demand for IT professionals remains more or less steady, there will be a change in the demand for different skill sets. Here’s a look at the 5 top IT skills that are expected to be in demand in 2014:
According to Computerworld’s annual forecast survey, 32% of companies are expected to increase their IT head count in 2014, compared with 33% in 2013. Although the demand for IT professionals remains more or less steady, there will be a change in the demand for different skill sets. Here’s a look at the 5 top IT skills that are expected to be in demand in 2014:
Thursday, April 3, 2014
SmartSourcing - The New Outsourcing Model
Information Technology continues to play a crucial role in business, compelling business leaders to consider developing their own in-house IT teams. They are increasingly looking for ways to maintain a team of their own IT professionals while reducing the in-house burden of supporting this talent. Reducing in-house support is often termed as “outsourcing”. Over the time, outsourcing has changed and there have evolved many new models of outsourcing. SmartSourcing is one such form of outsourcing and is perhaps the best of all.
Why use this Business Model?
Finding and retaining IT workers has reached a crisis stage. Microsoft has already signalled their lack of suitable candidates for IT roles. IBM joined the queue and said they were experiencing “one of the largest skill gaps in history”. What’s the solution to this problem? The obvious answer is SmartSourcing. Companies can complete their IT projects in countries like India that has a high concentration of IT professionals. The term “outsourcing” can be scary for many businesses, but SmartSourcing is entirely different.
Anatomy of the New Business Model
In a typical outsourcing model, a business owner usually has no control over his outsourced project. He cannot control the staff that works on his project, he cannot interact with them and in most cases, business owners do not even know the name, qualification and experience of the IT staff working on his project. It is likely that he will worry about the future of his project and will not be comfortable having unknown people working on his important project.
SmartSourcing is the Best Alternative. Here’s how it works:
The primary difference between this process and outsourcing is that with Smart Sourcing business owners have total control over their project and their staff. Business owners can select and interview a candidate before hiring him to work on his project. He can have unrestricted and uninterrupted access to his staff and can manage all their assignments, projects, supervision and deadlines, though he does not need to bother about their payroll management and other HR tasks. A business owner pays a flat hourly rate that covers all the needs of his virtual staff including: IT infrastructure, hardware and software, in-house HR services, technical support and also a phone system with a US phone number.
SmartSourcing resources work as an extension of a business’s regular workforce
Business owners make the hiring and firing decisions
Business owners assign the work and their resources are dedicated to one particular project (or to the business owner)
Resources can work the same business hours as the business
Business owners assigns, reviews, and sets deadlines for all projects
The staff reports to the stakeholder – this may be the owner, manager, or even a SmartSourcing project manager that acts as liaison between the local business and the remote staff in India
Owners can collaborate with their staff via phone, IM, email, Skype or video conference whenever needed
Why use this Business Model?
Finding and retaining IT workers has reached a crisis stage. Microsoft has already signalled their lack of suitable candidates for IT roles. IBM joined the queue and said they were experiencing “one of the largest skill gaps in history”. What’s the solution to this problem? The obvious answer is SmartSourcing. Companies can complete their IT projects in countries like India that has a high concentration of IT professionals. The term “outsourcing” can be scary for many businesses, but SmartSourcing is entirely different.
Anatomy of the New Business Model
In a typical outsourcing model, a business owner usually has no control over his outsourced project. He cannot control the staff that works on his project, he cannot interact with them and in most cases, business owners do not even know the name, qualification and experience of the IT staff working on his project. It is likely that he will worry about the future of his project and will not be comfortable having unknown people working on his important project.
SmartSourcing is the Best Alternative. Here’s how it works:
The primary difference between this process and outsourcing is that with Smart Sourcing business owners have total control over their project and their staff. Business owners can select and interview a candidate before hiring him to work on his project. He can have unrestricted and uninterrupted access to his staff and can manage all their assignments, projects, supervision and deadlines, though he does not need to bother about their payroll management and other HR tasks. A business owner pays a flat hourly rate that covers all the needs of his virtual staff including: IT infrastructure, hardware and software, in-house HR services, technical support and also a phone system with a US phone number.
SmartSourcing resources work as an extension of a business’s regular workforce
Business owners make the hiring and firing decisions
Business owners assign the work and their resources are dedicated to one particular project (or to the business owner)
Resources can work the same business hours as the business
Business owners assigns, reviews, and sets deadlines for all projects
The staff reports to the stakeholder – this may be the owner, manager, or even a SmartSourcing project manager that acts as liaison between the local business and the remote staff in India
Owners can collaborate with their staff via phone, IM, email, Skype or video conference whenever needed
Monday, March 10, 2014
Evolving Trends of Technology Staffing Companies
As the economy shows signs of recovery, businesses have once again started their hunt for the best talent. Though most of the US companies have their own internal HR professionals, they still contact an IT staffing firm for finding the right IT candidate for a vacant position or for a new position. This is mainly because of two reasons. First, recruiters of staffing firms can find candidates faster and second, they are assured of the technical acumen of the candidate.
Changes in the staffing process
Over the years, staffing has dramatically changed. Before the usage of PCs and the internet, newspaper and directories were the only source of finding vacancies and telephone the only way of contacting prospective candidates. Now recruiting includes finding a candidate online via job boards and most recently via social networking sites and email is the most preferred way of contacting a prospective candidate.
Traits of a successful recruiter
A successful recruiter needs to have a lot of intangible qualities. An experienced recruiter does not only depend on the resume of a candidate to gather information about him. He must be able to read the body language of a candidate and assess his psychological make-up. Additionally, a recruiter must have good networking skills and the ability to establish a relationship with a potential candidate quickly.
A recruiter must have all the traits to suit the changing recruitment environment. The modern technology staffing trends need a recruiter to have good networking skills, great skills in building relationships and of course be a master in assessing the psychology of candidates.
Here’s a quick look at some of the dominant trends of technology staffing companies:
Using the internet:
The rise of the internet has revolutionized the staffing industry. Staffing firms connect with candidates from different countries using cloud computing or other technologies. Recruiters have to be very conscious while screening candidates from a different country or staying in touch with them online and also with the clients.
Using social networking sites
A recruiter must have a good presence in social networking sites and he must also be able to network with prospective candidate. There may be a few passive candidates, who are not interested in a position right away, but a recruiter must have them as well in his network to build his profile bank.
Using other sources
A recruiter should also have knowledge in traditional advertising. He must have knowledge about print advertisement and internet advertisement, so that he can leverage these mediums as well in his search for the ideal candidate.
Other sources of getting candidates
Among the social networking sites, LinkedIn continues to be a dominant networking site for professional recruiters. It’s the favourite meeting site for both candidates and companies. A recruiter needs to have an active presence in LinkedIn.
A recruiter can also ask employees to refer their friends and families for a position. Referrals streamline the hiring process. Referred candidates are likely to know something about the business through the friend or family who has referred him/her.
The changing IT atmosphere has forced the staffing firms and their recruiters to evolve their roles. The trends of staffing industry are changing and so are the traits of a successful recruiter.
Changes in the staffing process
Over the years, staffing has dramatically changed. Before the usage of PCs and the internet, newspaper and directories were the only source of finding vacancies and telephone the only way of contacting prospective candidates. Now recruiting includes finding a candidate online via job boards and most recently via social networking sites and email is the most preferred way of contacting a prospective candidate.
Traits of a successful recruiter
A successful recruiter needs to have a lot of intangible qualities. An experienced recruiter does not only depend on the resume of a candidate to gather information about him. He must be able to read the body language of a candidate and assess his psychological make-up. Additionally, a recruiter must have good networking skills and the ability to establish a relationship with a potential candidate quickly.
A recruiter must have all the traits to suit the changing recruitment environment. The modern technology staffing trends need a recruiter to have good networking skills, great skills in building relationships and of course be a master in assessing the psychology of candidates.
Here’s a quick look at some of the dominant trends of technology staffing companies:
Using the internet:
The rise of the internet has revolutionized the staffing industry. Staffing firms connect with candidates from different countries using cloud computing or other technologies. Recruiters have to be very conscious while screening candidates from a different country or staying in touch with them online and also with the clients.
Using social networking sites
A recruiter must have a good presence in social networking sites and he must also be able to network with prospective candidate. There may be a few passive candidates, who are not interested in a position right away, but a recruiter must have them as well in his network to build his profile bank.
Using other sources
A recruiter should also have knowledge in traditional advertising. He must have knowledge about print advertisement and internet advertisement, so that he can leverage these mediums as well in his search for the ideal candidate.
Other sources of getting candidates
Among the social networking sites, LinkedIn continues to be a dominant networking site for professional recruiters. It’s the favourite meeting site for both candidates and companies. A recruiter needs to have an active presence in LinkedIn.
A recruiter can also ask employees to refer their friends and families for a position. Referrals streamline the hiring process. Referred candidates are likely to know something about the business through the friend or family who has referred him/her.
The changing IT atmosphere has forced the staffing firms and their recruiters to evolve their roles. The trends of staffing industry are changing and so are the traits of a successful recruiter.
Monday, March 3, 2014
Do You Really Need IT Recruiting Firms ?
In today’s fast changing business climate, it is important to enhance the effectiveness and efficiency of a business in order to survive, which means you should have the right person for each job. After the economic slowdown of 2008, IT companies became more cautious about hiring talent. They want to be sure that the candidate has the right skills and efficiency to contribute to the development of a business. This is why IT recruiting firms are the best choice for businesses when it comes to hiring qualified talent.
An employment firm can help you get access to specialized talent. For example, if you need an IT professional, and IT staffing company can help you get access to qualified and seasoned IT experts in no time. These firms not only allow you to hire resources on contract, but they maintain a huge pool of resources for permanent hires. In fact, most employers will agree that staffing companies provide an excellent way for finding the right candidate who can be hired permanently. Research has indicated that most businesses agree that the quality of employees they get from an employment firm is better than their own direct hires.
Suppose you need an immediate JAVA developer to help with an ongoing project. What do you do? You can try assigning the work to somebody else in your company and hope they have time to address it. But everybody has his own tasks and accommodating extra work can be difficult. But you need the help immediately. You are ready to hire a consultant or a candidate on contract for the purpose. This will obviously be an extra expenditure in addition to the resources already allocated for a project, but the question is how do you get a consultant or a contract hire quickly?
Ask for the service of IT recruiting firms. They usually have access to highly qualified IT talent and finding the right candidate for your requirement will not be a problem for them. You do not have to dedicate time for posting a job requirement, weeding through unqualified applications to find the right one, arranging an interview, etc. Engaging a staffing company allows you to save time and get the candidate of your choice without any worry.
Ok so now you are ready to engage a staffing company. You have to know which staffing company is the right choice for your needs. You are in need of an IT professional. You must approach an IT staffing agency to get access to the best talent. There are a few employment firms that specialize in IT staffing while there are others who specialize in some other areas of staffing like health care, law, finance, etc. Though there are some general staffing firms as well, it is better to approach a specialist for the best results.
Your relationship with a good staffing company can be an important tool for your business. It can help you get access to qualified talent within a short period of time.
An employment firm can help you get access to specialized talent. For example, if you need an IT professional, and IT staffing company can help you get access to qualified and seasoned IT experts in no time. These firms not only allow you to hire resources on contract, but they maintain a huge pool of resources for permanent hires. In fact, most employers will agree that staffing companies provide an excellent way for finding the right candidate who can be hired permanently. Research has indicated that most businesses agree that the quality of employees they get from an employment firm is better than their own direct hires.
Suppose you need an immediate JAVA developer to help with an ongoing project. What do you do? You can try assigning the work to somebody else in your company and hope they have time to address it. But everybody has his own tasks and accommodating extra work can be difficult. But you need the help immediately. You are ready to hire a consultant or a candidate on contract for the purpose. This will obviously be an extra expenditure in addition to the resources already allocated for a project, but the question is how do you get a consultant or a contract hire quickly?
Ask for the service of IT recruiting firms. They usually have access to highly qualified IT talent and finding the right candidate for your requirement will not be a problem for them. You do not have to dedicate time for posting a job requirement, weeding through unqualified applications to find the right one, arranging an interview, etc. Engaging a staffing company allows you to save time and get the candidate of your choice without any worry.
Ok so now you are ready to engage a staffing company. You have to know which staffing company is the right choice for your needs. You are in need of an IT professional. You must approach an IT staffing agency to get access to the best talent. There are a few employment firms that specialize in IT staffing while there are others who specialize in some other areas of staffing like health care, law, finance, etc. Though there are some general staffing firms as well, it is better to approach a specialist for the best results.
Your relationship with a good staffing company can be an important tool for your business. It can help you get access to qualified talent within a short period of time.
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