The job market for technology professionals has been a bright spot amid what economic-types typically have termed a modest recovery. That “bright spot” status should remain true into 2013, according to more than 1,000 technology-focused hiring managers and recruiters surveyed by Dice.
Nearly two-thirds (64%) of hiring managers and recruiters say that their companies or clients will likely add new technology workers in the first six months of the new year. In a comparable study of hiring managers and recruiters that recruit for many roles, just 47 percent anticipated adding staff to start 2013.
However, the brightness looks poised to dim a bit, at least in comparison to the technology job market of six months ago, when 73 percent of hiring managers expected to be adding tech workers during the second half of 2012. From a regional perspective the largest change over the past six months is from hiring pros headquartered in the West where six in 10 (64%) anticipate staff additions to start 2013, as compared to eight in 10 (81%) who felt that way about the second half of 2012.
Asked if the time to fill open technology positions had changed compared to last year, more than half the respondents (55%) said it had lengthened (including 16 percent who labeled the change “substantial”). Accounting for the slower hiring process, nearly half the hiring managers (47%) pointed to an inability to find qualified applicants, while another third (33%) cited a desire to wait for “the perfect match.”
Likewise, there is no haste by qualified technology professionals to move on in their careers. Seven out of 10 respondents said voluntary departures hadn’t risen at their company or with their clients during the past year. And asked about the pace of new job applications, more than half (54%) said they hadn’t seen a spike in new applicants as compared to six months ago.
Once a candidate is identified, 53 percent of hiring managers and recruiters said candidates are asking for more money, as compared to six months ago. And, more than one-third (39%) of technology hiring professionals said they are seeing more counteroffers than in the previous six months. Those factors combined appear to be impacting recruiting, with 28 percent of hiring professionals noting they’ve experienced an increase in technology professionals rejecting job offers in the last six months.
Survey Finds Companies with Strong Collaboration Between the C-suite and CIO are Four Times as likely to be Top Performers
The fifth annual Digital IQ survey released by PwC US finds that companies with strong, collaborative relationships between the CIO and other C-suite executives are four times as likely to be top performing companies as those with fragmented relationships.
According to PwC, a strong Digital IQ -- which is a measure of how well companies understand the value of technology and weave it into the fabric of their organization -- entails more than adopting the latest tools or having a large IT budget. It is about consistently linking IT investments to business strategy to improve speed, agility and competitive advantage. It is about integrating 'digital conversations' into every aspect of the business. Those with the strongest Digital IQ look to information technology for its power to alter business models and create new ones.
The survey findings show companies with strong, collaborative C-suite relationships act differently and think together from strategy through execution. These 'Strong Collaborators':
Have a single multi-year roadmap for the business strategy, and an explicit process to link the business strategy to the IT roadmap
Are more aggressive in IT capital spending to support strategic corporate initiatives, such as new geographic markets, new product and service development, M&A, joint ventures and strategic alliances
Have more aggressive investment in emerging technologies including: mobile, social, big data and cloud
More likely have everything on a mobile platform
Are more aggressive in leveraging mobile and social technologies for employees and customers
Often have more explicit approaches to organize, manage—and measure—innovation
Recognize differences in IT needs, e.g. among different generations of employees
The 2013 iPass/MobileIron Mobile Enterprise Report tells a story of the rise of BYOD, and with it increased frustration and loss of control by IT, and concern over rising mobile data costs. Results from our survey show that while Mobile IT brings with it a huge potential to improve workforce productivity, it also introduces significant new challenges for enterprise IT. We also found that Mobile IT means a new relationship between IT and the end-user. The end-user now has the ability to influence IT policy, demanding less IT control and more accommodation of employee owned devices in the workplace.
IT departments are becoming more responsive to mobile employee demands. 68 percent of IT managers believed their mobility costs would go up over the next 12 months. The bulk of the increase was attributed to a rise in the number of mobile users and employees’ expanding use of multiple devices.
56 percent of enterprises changed their corporate guidelines within the past year to be more accommodating of employees’ personal devices.
81 percent of companies state they now accommodate personal devices in the office.
54 percent of companies have formalized bring your own device (BYOD) policies. North American companies are more likely than European companies to have formulated policies regarding BYOD. However, more organizations allow BYOD than have policies for it.
At the same time, BYOD is creating new challenges for IT. The top two sources of frustration (out of nine common IT issues) relate to onboarding and supporting personal devices. The fact that onboarding and supporting personal devices beat out even security concerns suggests the significance of the burden IT feels from BYOD.
In line with the overall BYOD trend, IT is increasingly losing control of mobility budgets and departments are assuming greater responsibility. The number of enterprises in which IT manages the mobility budget has dropped from 53 to 48 percent, while it is now managed by business units in 22 percent of companies, and by finance in 18 percent of firms.
57 percent believe their mobile data costs will increase in the next year, with 8 percent saying they’ll rise more than 25 percent. Smartphones and 3G data plans were singled out as the main reasons for rising data costs. 44 percent of IT managers said broader smartphone usage was a factor, 41 percent suggested 3G (and 4G) data usage and 22 percent pointed to an increase in the number of mobile employees.
In 2012, Apple's iPhone passed Research in Motion’s (RIM’s) BlackBerry to become the most popular smartphone in terms of corporate IT support. BlackBerry is still entrenched in the enterprise but it seems that it is being phased out.
IT is more bullish on Microsoft's Windows Phone 8 handsets than on RIM’s BlackBerry 10 phones. Both device lines are new and designed to appeal to the enterprise, as well as to consumers. However, only 34 percent of IT managers plan to support BlackBerry 10, compared to 45 percent who plan to support Windows Phone 8 devices going forward.
Tablet adoption is growing increasingly mainstream within the enterprise. Between 2011 and 2012, tablet usage increased in all nonexecutive departments, especially legal, HR/ administration and finance/accounting. The iPad is the top choice, with support from 73 percent of companies.
55 percent of the companies surveyed reported some form of security issue over the past year, mostly in conjunction with lost or stolen phones.
More than half (55 percent) of IT managers are using Wi-Fi connectivity apps for work purposes. Wi Fi apps were the most widely used out of 10 different types of enterprise mobility apps.
Big data is not without big obstacles for some CIOs. In a survey from Robert Half Technology, 76 percent of CIOs (chief information officers) said their companies don't presently gather customer data such as demographics or buying habits. Less than one in four (23 percent) executives interviewed for the study said their firms do collect this type of information. Among those that do, more than half (53 percent) said they lack sufficient staff to access customer data, and generate reports and other business insights from it.
The survey was developed by Robert Half Technology, a provider of information technology (IT) professionals on a project and full-time basis. It was conducted by an independent research firm and is based on telephone interviews with more than 1,400 CIOs from companies across the United States with 100 or more employees.
CIOs were asked, "Does your company collect customer data, such as email addresses, demographics, buying habits and so on?" Their responses:
No - 76%
Yes - 23%
Don't know - 2%
CIOs who answered "yes" to the question above were asked, "Does your technology team have sufficient personnel to access and generate strategic reports and insights from the customer data your organization collects?" Their responses:
No - 53%
Yes - 46%
Don't know - 2%
For companies looking to fill big-data positions, following are job descriptions and salary ranges for the most in-demand jobs in the field, according to the Robert Half Technology 2013 Salary Guide:
1. Business intelligence analysts assist firms in making critical business decisions by gathering and analyzing data to better target marketing efforts. Starting salaries for these professionals will range from $94,250 to $132,500 this year.
2. Data architects evaluate and translate business requirements into specific database solutions (e.g., data design models, database architecture and data repository designs). These professionals are forecast to see starting salaries ranging from $104,250 to $143,500 in 2013.
3. Data warehouse analysts collect, analyze and leverage a firm's stored data, and devised solutions that make it easier to access. Data warehouse analysts can expect starting salaries ranging from $93,500 to $126,500 this year.
Survey Reveals Most Wanted Office Perks and what Motivates Workers to Stay with Companies
If you could have one perk - any perk - in your workplace, what would it be? If you had the choice, would you rather have a bigger title or a bigger office? If you were thinking about leaving your company, what would make you stay? A new CareerBuilder survey explores which job factors are most important to today’s workers. More than 3,900 full-time workers nationwide participated in the survey conducted online by Harris Interactive from November 1 to November 30, 2012.
Nearly one-third of employers (32 percent) reported that top performers left their organizations in 2012 and 39 percent are concerned that they’ll lose top talent in 2013. While most workers (66 percent) stated that they are generally satisfied with their jobs, one in four (25 percent) said they will change jobs in 2013 or 2014.
How important is title?
While upward mobility is a key factor in job satisfaction and employee retention, having a certain title isn’t important to more than half of workers (55 percent). The vast majority (88 percent) reported that salary matters more. Other factors that outrank job title in what is most important to workers are:
Flexible schedule – 59 percent
Being able to make a difference – 48 percent
Challenging work – 35 percent
Ability to work from home – 33 percent
Academic reimbursement – 18 percent
Having an office – 17 percent
Company car – 14 percent
Do perks matter?
Twenty-six percent of workers said that providing special perks is an effective way to improve employee retention. When asked to identify one perk that would make their workplace more satisfying, early dismissals, convenient gym access and casual dress scored highest:
1) Half-day Fridays – 40 percent
2) On-site fitness center – 20 percent
3) Ability to wear jeans – 18 percent
4) Daily catered lunches – 17 percent
5) Massages – 16 percent
6) Nap room – 12 percent
7) Rides to and from work – 12 percent
8) Snack cart that comes around the office – 8 percent
9) Private restroom – 7 percent
10) On-site daycare – 6 percent
What ultimately entices workers to stay with a company?
Not surprising, the majority of workers (70 percent) reported that increasing salaries is the best way to boost employee retention while 58 percent pointed to better benefits. Other actions workers said employers should take to reduce voluntary turnover include: