{"id":999881581,"date":"2016-11-07T20:41:00","date_gmt":"2016-11-07T20:41:00","guid":{"rendered":"https:\/\/wpstage.dice.com\/?p=893409910"},"modified":"2016-11-07T20:41:00","modified_gmt":"2016-11-07T20:41:00","slug":"tech-hiring-long-term-view","status":"publish","type":"post","link":"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/tech-hiring-long-term-view","title":{"rendered":"In Tech Hiring, the Long-Term View Is Vital"},"content":{"rendered":"<p><img decoding=\"async\" alt=\"shutterstock_433567450\" class=\"aligncenter size-full wp-image-136560\" style=\"height:667px; width:1000px\" src=\"https:\/\/dice.com\/binaries\/medium\/content\/gallery\/dice\/insights\/2016\/07\/shutterstock_433567450.jpg\" \/> When it comes to hiring the best people with the right skill-sets, it\u2019s hard for businesses to maintain a long-term view. Hires are often made with an eye toward filling an open slot as fast as possible, not whether the candidate will prove invaluable to the organization over the next decade. How can businesses ensure that they\u2019re thinking ahead when they hire? The majority of tech workforce planning efforts are focused quarter to quarter, with a high dependence on assembly of flash teams, according to a TEKsystems <a href=\"mailto:https:\/\/www.teksystems.com\/en\/resources\/news-press\/2016\/organizations-short-sighted-on-workforce-planning\">survey<\/a> of more than 300 tech leaders, including chief information officers, tech vice presidents, tech directors and tech hiring managers. The report found that companies\u2019 failure to attain qualified tech professionals is due in large part to workforce planning gaps; the result has been bandwidth issues (as reported by 58 percent of those surveyed), missed timelines (55 percent) and productivity issues (51 percent). &#8220;Effective workforce planning requires tying technology projects to longer-term organizational goals,&#8221; TEKsystems global analyst relations lead Karsten Scherer told Dice. &#8220;Most organizations have always struggled with this.&#8221; He explained that without a programmatic approach\u2014adhering to a particular method or strategy\u2014to workforce planning, companies end up stuck in a loop of fire drills when it comes to aligning people to projects, and it can cost them big time.<\/p>\n<h3>Bonding Tech<\/h3>\n<p>In the report, 62 percent of the surveyed tech leaders mentioned budget overruns, missed project deadlines, and the like as side-effects of the failure to look long-term. Scherer also noted that technology spend has steadily crept outside of core tech over the past decade, with other parts of the business buying, implementing and staffing their own applications. &#8220;It\u2019s hard enough to workforce plan effectively with regards to only part of the organization,&#8221; he said. &#8220;Now add in several others, as technology projects now span much more broadly across the organization, and your challenge multiplies.&#8221; The highly competitive job market for tech workers may be the biggest facet of the issue here\u2014and hiring managers without an effective formal workforce-planning program are left to cast their net in an ever-shallower pool of technology talent. &#8220;In speaking directly with customers, they indicate one of the biggest challenges is the fractured technology-buying landscape,&#8221; Scherer said. \u201cShadow IT gets mentioned a lot by clients.&#8221; As Scherer explained, businesses considered successful at strategic workforce planning mention transparency and prioritization consistently, and they all have formal programs with senior executive sponsorship. &#8220;They take a blended strategy to their workforce planning, leveraging traditional full-time hiring and supplementing their gaps with contingent labor, and cultivating their own talent with education and development programs,&#8221; he added. Patric Palm, CEO and co-founder of <a href=\"mailto:https:\/\/www.favro.com\/\">Favro<\/a>, an online planning and collaboration tool, told Dice the problem is seldom the long-term planning of strategic goals, but rather that day-to-day urgent issues and tasks break up the planning and make work prioritization short-sighted. He noted that Millennials are a rapidly increasing chunk of the most-desired tech talent. This demographic group expects more autonomy and wants to have a clear overview of how its work fits into the bigger picture. &#8220;IT workforce planning needs to live up to these demands to be able to attract, motivate, and keep the best talent,&#8221; he said.<\/p>\n<h3>Filling Vacancies<\/h3>\n<p>According to data from Dice, <a href=\"time-fill-open-positions-remains-high\">the average job vacancy duration<\/a> for Professional and Business Services jobs (i.e., tech positions) remains notably lower than that of the national average. While sourcing highly skilled candidates remains a priority, actually discovering (and hiring) top tech talent continues to be difficult. It can take quite a long time to fill open positions, especially in tech hubs such as San Francisco where competition is fierce. \u201cOn the one hand, the average age of the workforce in Europe and North America is rising and, on the other hand, the number of professionals with advanced skills is falling, especially in the IT sector,\u201d Elvis Popovici, head of global talent acquisition at <a href=\"mailto:http:\/\/www.bitdefender.com\/solutions\/free.html\">Bitdefender<\/a>, told Dice. Those trends, he explained, are the reasons for a reduced pool of qualified candidates between 25 and 50 years of age. Popovici also said the company\u2019s focus on innovative products acts as a magnet for valuable job applicants, increasing both the number and quality of candidates. &#8220;Candidates are usually looking to build a career and not only seeking a good package\u2014it is key to communicate externally the projects that might attract valuable people,&#8221; he said. Bitdefender\u2019s headquarters is in Romania, a country with one of the highest number of <a href=\"mailto:https:\/\/www.gartner.com\/doc\/2619320\/romania-offshore-services-location-language\">technology workers<\/a> per capita in Europe. \u201cHowever, when it comes to more targeted job openings, we are facing a real challenge to fill positions,\u201d Popovici said. \u201cGoing forward, we expect this hunt for talent to intensify.\u201d Andrew Strickland, co-founder and managing partner of <a href=\"mailto:https:\/\/www.teamphoria.com\/\">Teamphoria<\/a>, a developer of employee engagement software, told Dice that having a pipeline of talent and recruits for various experience levels and competencies is extremely important. \u201cThe one thing we do and always have done is we never stop interviewing,\u201d he said. \u201cOur management and leadership team expect interviews to be a part of their weekly lives, whether we are actively hiring or just looking to fill our pipeline for specific future needs based on sales and project projections.\u201d Hiring managers and recruiters need to be constantly on the lookout for new talent, keep track of past interviewees and take the long view when it comes to workforce planning. It\u2019s also important to keep in mind that an organization\u2019s employer brand is a valuable asset in recruiting\u2014with a great one, a company can out-recruit its competition.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When it comes to hiring the best people with the right skill-sets, it\u2019s hard for businesses to maintain a long-term view. Hires are often made with an eye toward filling an open slot as fast as possible, not whether the candidate will prove invaluable to the organization over the next decade. How can businesses ensure [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":893409910,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881581","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>In Tech Hiring, the Long-Term View Is Vital - Dice Hiring<\/title>\n<meta name=\"description\" content=\"When it comes to hiring the best people with the right skill-sets, it\u2019s hard for businesses to maintain a long-term view. 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