Recently, CIO released a list of cities that are facing the largest shortages of tech pros in the country. As you may have guessed, New York City appears at the top of the list, followed by Silicon Valley giant San Francisco. While neither of these top two are surprising, the rest of the list is a little unexpected–most notably, 5 of the cities on this “Top 12” list are found in the Midwest, including Detroit (#4), Chicago (#6), Little Rock, Arkansas (#8), Milwaukee (#9), and St. Louis (#11). These statistics show how more and more companies need tech pros in their everyday work, and how this talent can be difficult to find. Top talent costs top dollar, not to mention other resources developers need to succeed.
CIO’s full article can be found here: http://www.cio.com/article/2379533/careers-staffing/12-toughest-u-s–cities-for-tech-recruiting.html
Who’s Hiring? Marketing Lures More Tech Pros
Technology is stretching and re-shaping the way that companies solve problems in today’s marketplace. While it was once thought that technology should be left to those in the IT department, today tech pros are becoming more and more common within marketing divisions. Organizations need to be present in the mobile and digital spheres so that they maintain their relevancy. In an attempt to connect in a relevant way to their consumers, marketing departments are hiring software developers, social media experts, and other tech pros. Tech talent also proves helpful in areas such as search engine optimization, cloud configuration, and market research.
More information about this growing field is in this article: http://www.cio.com/article/2378273/hiring/who-s-hiring–marketing-lures-more-tech-pros.html
Small Company Mistake #7 – Hiring the Wrong Kinds of Folks – 7 Do’s and 6 Don’ts
Beware of the shiny resume, avoid hiring people that think just like you, and other helpful tips can be found from this article posted recently on Fast Company. Oftentimes, companies will look for employees who have had jobs at big organizations, thinking that these workers will take their company to new levels. Problematically, employees who come from large organizations expect different things from their employers than a small company can provide, which could turn into a damaging situation. Other Don’ts on this list including hiring as many “all-stars” as possible, hiring people that don’t fit the company culture, and avoiding people that might ”rock the boat.” Among the Do’s: hiring people with growth potential, acquiring employees with a large set of viewpoints, and hiring people who can float in uncertainty if necessary.
For the entire list of Do’s and Don’ts, check out this link: http://www.fastcompany.com/1400698/small-company-mistake-7-%E2%80%93-hiring-wrong-kinds-folks-%E2%80%93-7-do%E2%80%99s-and-6-don%E2%80%99ts