Technology Career Opportunities: Top Cities for IT Jobs

October 31st, 2011

Jobs in the technology sector are on the rise, according to the US Department of Labor and Statistics (DOL), which shows that Information Technology is expected to grow at a much faster than average rate and provide the most jobs for all industries during this decade. While there are IT jobs readily available in most regions, there are some hot spots in the nation where there is a higher concentration of opportunities.

CIO Recently released some updates on the IT career market, giving an overview of the top cities for IT jobs. Here’s a run down of the top 7…

New York City – This mecca of new technology is the second highest producer of technology related jobs in the world, with over 315,000 IT jobs with some of the biggest software and financial companies. With IT annual salaries ranging from $62,000 to $91,000 USD, there is a small gap between entry level and more seasoned IT professionals, making it a great place for new grads to start searching for a job.

Washington DC – The nation’s capital has long been a place of innovative thinking, so it should not be surprising that IT jobs abound here. DC has over 290,000 IT jobs with mid to large corporations that work directly with the government, as well as multiple financial and technology companies that grace this temperate region. Salaries range from $55,000 to $92,000 USD annually, and many areas still have a reasonable cost of living.

San Jose, CA – Silicon Valley still boasts some of the top IT jobs in the world, with technology geeks making up a high concentration of the population since the Dot.com era. Look for above average salaries in the $100,000 to $150,000 range, due to tech giants like Microsoft, Google and Apple leading the way in Web 2.0 and consumer technology development.

Boston, MA - Beantown would not be the same without it’s massive IT pool of professionals who are earning between $57,000 to $95,000 annually, with one of the best places to live and raise a family. Red Sox fans will love that they can work and play hard in a variety of jobs in IT, alongside some of the leading professional minds of this century.

Dallas-Fort Worth, TX – The lonestar state is home of Ross Perot, former presidential candidate and founder of tech giant EDS. Perot is not the only big thing around Dallas however, as there are some 176,000 tech jobs in the private sector, with salaries ranging from $48,000 to $83,000 USD annually.

Los Angeles, CA – Not far from Silicon Valley is the second largest concentration of IT jobs on the West coast in the “City of Angels”. This area has some 170,000 IT jobs, many of which pay in the $47,000 to $83,000 USD range per year, with plenty of cool places for techies to unwind after a hectic project at the beach or favorite entertainment venues.

Chicago, IL – The “windy city” is the best place in the central United States to find IT jobs, with some 164,000 technology jobs with large financial and software firms making up the most. While the weather can be frightful, the salaries are delightful with a $48,000 to $81,000 USD range per year.

Want to learn about more of the USA’s top IT cities? Read more here then check out the full and part time contract IT opportunities to be found at Stark Talent today!

 

Photo Credit : Ambro / FreeDigitalPhotos.net

Tips for Surviving the Executive Leadership Shortage

October 23rd, 2011

Career trend experts have been predicting the shortage of executive leadership candidates for quite some time. A 2008 talent survey conducted by Aon indicated that as much as 60% of all companies are dealing with a lack of leadership candidates, which is significantly impacting their productivity. Almost 31% of these companies expect a lack of leadership talent to adversely affect their performance in the next decade, most likely as a result of an aging workforce and a large number of unskilled unemployed workers in the USA. In 2009 alone, American companies spent nearly $12 billion on leadership training and development programs, which amounts to almost a quarter of their training budgets.

However, are we keeping up with the demands of the workforce in terms of executive leadership needs in 2011 and beyond? In the USA alone, some 10,000 Baby Boomers turn 65 daily, making them eligible for Social Security benefits. This means many of these capable folks are stepping down from key leadership roles in order to enjoy their golden years – with no one to replace them. Oftentimes, small and mid-size companies do not adequately prepare for such transitions, which can lead to chaos and miss-managed organizations. We hear about cases of unworthy CEO’s and CFO’s in the news every week.

There are a few ways to offset these shortages, by implementing a plan to develop the next generation of leaders. Here are some suggestions from the well-respected Annie E. Casey Foundation that can help make leadership transitions a success.

Place value on the ideas of young executives. Chances are you have some brilliant minds among your younger staff members. Along with recognizing the achievements of your senior execs, take the time to encourage new ideas and innovations from your younger executives. In this way, your leadership can embrace the contributions of all your executive staff as one cohesive effort to reach company objectives.

Blend the new with the old. Encourage your seasoned executives to work as teams with younger executives in order to foster an intergenerational environment. This allows all to share their perspectives on issues, solve problems, and come up with better solutions to previously tired problems. Use this to identify key problem solvers to assign to higher-level projects.

Evaluate your current decision-making model. Consider if your younger executives are getting “shot down” by senior executives when it comes to critical decisions. This can and will discourage rookie executives from sharing their ideas and leaves them frustrated and looking for other opportunities.

Promote work-life balance. Today’s generation of executives value family and personal time, unlike the values of past generations who placed a higher value on work time. Help all your employees develop a better balance between work duties and personal responsibilities, to keep future leaders engaged and on board for the long term.

Partner with an executive recruiting firm. An effective method of keeping up with the demands of a shrinking workforce is by contracting with a quality executive recruiting company like Stark Talent. You can be connected with a wide range of pre-screened executive talents, to fill key assignments on demand.

Want more tips for maintaining the right mix of executive staff members? Be sure to visit Stark Talent for more great ideas and resources designed to help you stay successful!

 

Leadership Matters: Start Grooming Young Executives for Leadership Roles Early

October 15th, 2011

It’s never too early to start grooming young executives for key leadership positions in your organization. Growth is a part of being successful in business, so without people to manage this growth, a company cannot realize its full potential. Neither can your young leaders. They need mentoring and training that only your top executives can provide, based upon years of experience and learning. The trick is recognizing who are your most promising employees, nurturing them, and retaining them for the long-term success of your organization. Here are some ways to handle this.

Talent Identification

One of the biggest challenges of grooming young executives into tomorrow’s leaders is finding out whom they are. While some leaders stand out among the masses, many others are not so obvious – instead preferring to work in the background letting others take the glory. It has been said that leaders are born, not made, but this is not entirely true. Very often your most talented people have got to that point through diligence and mentoring. Start a program whereby talent can be recognized for a variety of skills and aptitudes. Give immediate supervisors the encouragement to identify these top performers and refer them to the HR department for further development.

Enrichment Opportunities

In addition to talent recognition and employment recognition initiatives, your biggest investment should be on your employee training efforts. By providing enriching environments in which to work and learn, you have a better chance of developing your top performing executives into future leaders. While they will need to learn traditional leadership skills and methods, your best execs will also need to have up to date skills in order to compete in a volatile marketplace. Make sure that your company provides enrichment opportunities to work with strategic mentors as your executives grow into their respective leadership roles, to give them a solid foundation for success.

Career Mobility

Your current upper executives need to realize that sooner or later one of their younger counterparts can and will replace them at the top. Instead of seeing this as potential threat, use this as an opportunity to transfer one generation’s learning to the next generation of leaders. Match up execs based on their interests and aptitudes to encourage relationship building and career mobility. This will cement younger employees to the organizational objectives as they will feel a greater sense of loyalty based upon the time spent grooming them.

Need more ideas for improving the workplace and grooming young execs into future leadership roles. Want access to candidates who demonstrate leadership ability? Be sure to visit Stark Talent today!

 

7 Tips for Retaining Your Top Information Technology Employees

October 8th, 2011

Information technology and the high tech industries are some of the most dynamic industries in business today.  Many of the top technology and internet based companies are recruiting the best of the best candidates for their companies or startups. Qualified and trained technology workers are one of the most sought after workers now. With companies competing for workers, businesses need to develop innovative ways to keep them.

1. Hire Problem Solvers  – Information Technology is one of the most competitive industries in business. New innovations and products are constantly being developed. Companies need to hire individuals who participate in a shared approach to meeting goals. Employees who understand what the problems are and how to resolve them in this sector are worth their weight in gold.

2. Competitive Salary –  Companies need to provide competitive salaries to their IT employees at all levels. Information technology positions can command high salaries. Businesses need to understand what other companies in the industry are offering and provide comparable compensation. Pay should be based on the talent of the employee and recognition of their service.

3. Communicate Expectations – New hires should be provided a complete and well-defined orientation program of the company’s mission and goals. Understanding this will help them know what is expected of them and the environment of the company. This can help empower new hires to develop ways to contribute to the company needs.

4. Ownership Of Careers  – Businesses can provide  employees the opportunity to be part of the success of the company.  Recognizing talent and encouraging involvement gives employees a sense of belonging. Knowing they are appreciated and are vital to the success of the company encourages responsibility and the desire to perform.

5. Targeted Hiring – Companies should make every effort to find not only the best talent, but those who would be a good fit with the organization. Recruitment efforts may be more costly, but the right candidates who stay and contribute, bring financial reward in the long run.

6. Team Collaboration  – Skills required in the technological industries can be highly specialized. The IT industry requires workers with these specializations to work collaboratively on new products and services. The ability to bring in employees who work well in teams is essential to growth. Companies need to provide resources to develop a team approach.

7. Develop Educational Programs – The high tech industry is one of constant change. Employees need to be given the opportunity for further training to keep up with these changes. This helps companies stay on the cutting edge of the industry and helps to keep employees, by being committed to their professional development.

Looking for great IT candidates to fill openings at your technology company? Please be sure to contact us today for highly qualified IT candidates and staffing support.