Looking for Staff in Not Enough Places

Ann All

Feeling the squeeze of a tech talent shortage, CIOs are getting more creative about where they look for workers. Yet forays into Facebook notwithstanding, many CIOs suffer from a kind of tunnel vision when it comes to recruitment, says Forrester Research.

 

In an interview on CIO.com, Forrester analyst Samuel Bright says that CIOs are neither sophisticated nor proactive enough in their hiring practices. TechRepublic blogger Ramon Padilla made a similar point a few months back, saying that many tech execs aren't treating the talent shortage as the serious problem that it is shaping up to be.

 

Rather than using common tactics such as trying to poach talent from other IT shops or working with a recruiter -- both of which lead to salary inflation and have other shortcomings that are detailed in the interview -- Bright urges CIOs to focus recruitment efforts on current IT professionals, college students and tech-savvy business people. The latter category seems especially promising, given CIOs' desire for IT staff with business skills.

 

Other recruitment options that Bright says don't get enough attention: academic researchers and/or faculty, consultants and other contractors, and vendor staff.

 

Bright also advises CIOs to create a "brand" for an IT organization by determining its attractive cultural traits and then promoting them to attract folks especially interested in those traits. Business people, for instance, often like to work for organizations known for their process innovation.



Add Comment      Leave a comment on this blog post
Jul 30, 2007 9:49 AM Roderick Roderick  says:
Heard this somewhere "Hire on attitude, not aptitude"...this has been one of my key requirements. The person maybe extremely clever but if they can't fit into the current team dynamics, you'd find yourself (managers) spending endless hours in coaching, counselling and somtimes firing.Having a group of people that can work well together is a major attraction. "Fun is when work becomes play". Reply
Jul 30, 2007 11:26 AM Mack Curle Mack Curle  says:
I've been in IT for 32 years. I graduated with a degree in English and was hired because I could organize information and communication well. All of my technical training has been on the job. My son will graduate with a history degree next spring (2008). He has more computer savvy than most business people I know. Since many of my generation will be retiring in the next five years, our industry cannot overlook the information management skills, communication skills and computer skills the latest generation of liberal arts graduates bring to the table. Reply
Jul 30, 2007 11:33 AM Collin Collin  says:
I've been in IT business for 30 years, and recently I've noticed that many companies refusing to hire for IT work anyone that doesn't have IT degree, or least an IT certificate. I remember at one time we had 12 people in the group I was working in and not one of us had any formal IT training, and I think that was best IT group I've ever worked in. English, Biology (MS), two physics (Msc), Math, Chemistry , two teachers, and so on. It seems to me that tunnel vision that starting is that all new hires must have computer science degrees and must have IT certification nonsense. I know a lady that recently graduated with physics degree, high marks in 90s and she applied for IT job, didn't even get an interview. Meanwhile the company complaining they can't find staff. I don't think they really want to hire -- it just an excuse. I've got nothing against computer science graduates, but think companies need to think more diversity, and more on the job training. Reply
Jul 31, 2007 3:24 AM Jason Jason  says:
The problem seems to be that companies want the world and don't want to pay for it. They want a CCIE, yet they'll only offer $30K. Then, you have the offshoring folks driving wages down along with the the relentless pursuit of making the shareholder happy at whatever cost.The situation isn't sustainable. I wish I knew what the answer is, but admittedly I still shop at Wal-Mart. My approach to buying personal items is reflected in this industry problem. :-) Reply
Jul 31, 2007 10:25 AM The Management Consultant The Management Consultant  says:
Water Water everywhere but none to drink! This seems to be an applicable anallagy in todays recruitment market. In the UK there are 9 million plus jobless some 3.3 million of those are skilled or high skilled workers. The emerging picture seems to be the evolving mezzanine recruitment industry is not tapping into this large resource. There are various reasons why this is the case as the article suggests. The average worker in Britain has a higher average age than ever before so why have tunnel vision on age discrimination issues. Directors often are not aware what behaviours agents they appoint on their behalf to recruit new employees exhibit or even consider a jobseeker Blogg or SLA monitoring. My advice is to target high unemployment areas of the market directly with pilot programmes e.g. only appropriate jobless people between 40-65+ with experience. The fruits of success will be the rewards of lower staff turnover, dedicated, and loyal workers with experience to drive sucess. Jump to the left change is happening.... Reply
May 30, 2008 1:32 AM julie julie  says:
please tell me how much a staff will cost me!!!!! Reply

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