New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Being proactive, evaluating salary trends will help land IT talent
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
U.S. employers are expressing caution about adding IT staff in the new year, according to two new surveys.
Just 16 percent of U.S. chief information officers (CIOs) said they planned to expand their technology teams in the first half of 2017, down from 21 percent in a similar survey for the second half of 2016 and 22 percent in a survey for the first half of 2016, according to the Robert Half Technology IT Hiring Forecast.
The biannual survey is based on interviews with more than 2,500 CIOs from 25 major U.S. markets who were asked to provide a six-month hiring outlook.
Nearly 7 in 10 respondents (69 percent) stated that they planned to hire only for open IT roles. Twelve percent said IT hiring will be put on hold, and 2 percent said they would reduce technology staff.
"For technology executives, the start of a new year often prompts the reassessment of teams, technologies and potential vulnerabilities," said John Reed, senior executive director of Robert Half Technology, an IT staffing services firm based in Menlo Park, Calif. "IT leaders are bringing on full-time staff strategically and focusing on key business priorities, such as enhancing enterprise tools and strengthening IT security."
[SHRM members-only toolkit: IT Staffing]
In another survey of employers, government agencies and recruiting firms conducted by DHI Group, a provider of specialized job boards and hiring data, the number of managers who anticipate hiring technology professionals in 2017 dropped 10 percentage points from 2016 to 68 percent.
Across all industries, 56 percent of hiring managers said they anticipate increased hiring levels for all positions in the new year, representing a five-point drop from 2016.
Respondents were 618 hiring professionals who recruit for a variety of industries and 785 who said they recruit for technology positions.
Recruiting for IT Remains a Challenge
Sixty-one percent of CIOs in the Robert Half survey said it's "somewhat challenging" or "very challenging" to find skilled IT professionals today. They cited the following skills as being in greatest demand within their organizations:
IT positions are also taking longer to fill. Half of tech-focused hiring managers in the DHI survey said the time to fill open positions has lengthened from 2015.
"Finding the right candidates for the right positions continues to be a challenge for America's hiring managers as demand for highly skilled professionals creates tension and competition among employers," said Michael Durney, president and CEO of DHI Group.
With competition for tech talent so fierce, 77 percent of tech hiring managers said that sourcing passive candidates is more important today than it was one year ago.
"It's becoming increasingly important for employers to have a proactive approach to attracting candidates, one that goes beyond reacting when a position becomes available and extends to building a bench of talent and having candidates at the ready, year round," Durney said.
He added that companies are missing a big opportunity when they don't evaluate salary trends and make adjustments to attract candidates with higher wage expectations. More than half of recruiters across industries said they could not fill positions due to salary guidelines, up 8 percentage points from 2015, according to the DHI poll.
"While some employers fail to stay current with rising salaries, savvy recruiters who keep up with changing market dynamics come out ahead and land top skilled talent," Durney said.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies