IT RECRUITING: TOP TRENDS IN 2018

IT Recruiting: Top Trends in 2018

Technology continues to evolve at a rapid rate. And because of that, NYC IT recruiting needs of employers has changed greatly in recent years. That trend will continue in 2018.

In 2018, the hot trends that will make a technological impact – and create demand for skilled IT professionals – will revolve around cybersecurity, anything cloud-based/virtual environment, and blockchain.

Here’s a closer look why:

Cybersecurity: Security threats are everywhere. Because of this, companies want to ensure their company is secure from potential threats that can damage their reputation or shut down operations. Therefore, the demand for skilled cybersecurity workers will continue to grow.

Anything cloud based/virtual environment: It’s the future because of flexibility, disaster recovery capabilities, security, and cost effectiveness. This technology is evolving – fast.

Blockchain: According to the Harvard Business Review, “the technology at the heart of bitcoin and other virtual currencies, blockchain is an open, distributed ledger that can record transactions between two parties efficiently and in a verifiable and permanent way. With blockchain…imagine a world in which contracts are embedded in digital code and stored in transparent, shared databases, where they are protected from deletion, tampering, and revision. In this world every agreement, every process, every task, and every payment would have a digital record and signature that could be identified, validated, stored, and shared.” This is creating a whole new need for skilled IT workers – and it’s only at the cusp of growth.

 

What are the in-demand and hard-to-fill IT jobs of 2018 that employers will need to staff? Check out this list:

  • Cloud-based roles: AWS (Amazon Web Services) and Azure.
  • Cybersecurity roles:
    • Security Engineers (Infrastructure / Application)
    • Chief Information Security Officer – CISO: There is a New York State Regulation that is making it mandatory for some employers to have a CISO. The regulations apply to any entity or organization “operating under or required to operate under a license, registration, charter, certificate, permit, accreditation or similar authorization” under New York (United States) banking law, insurance law, or financial services laws.
  • Mobile Developers (IOS or Android)
  • Programmers: JavaScript and Python
  • Data Scientists / Machine Learning
  • Health Care / Medical Technology: Artificial Intelligence in healthcare and medicine could organize patient routes or treatment plans better, and provide physicians with all the info they need to make a good decision.
  • Virtual Finance space: Blockchain and Bitcoin and other virtual currencies are driving demand.

Without the right staffing partner in place, it can be difficult – and costly – to fill these roles. Not costly from a salary standpoint – but costly from a business development, revenue, and growth standpoint. If jobs aren’t filled, new – and sometimes existing business – can’t be completed. Growth stalls. Clients move to a competitor, and your business falls behind in the marketplace. That’s costly.

The solution? Partner with a staffing firm who has a nationwide pipeline to top IT talent. Partnering will ensure you’re working with NYC recruiters who understand the IT recruiting challenges today’s employers face – including these trends that are sure to make an impact in 2018.

 

Atlantic Group
19 West 34th Street, Suite 806, New York, NY 10001
Direct: 212.271.1582 | Email: mfeldman@atlantic-grp.com

HOW CAN YOU ACCOMMODATE MILLENNIALS IN THE WORKPLACE?

For Starters

Millennials want more flexibility. They have no desire to be stuck at a desk with a manager constantly looking over their shoulder, and they don’t necessarily want to be working nine to five, said the report. They’re more comfortable with technology than previous generations, which means they’re also well aware of the benefits that technology can offer them, such as working from virtually anywhere.

For many people, working from home – or Starbucks, or their local library, or their kid’s soccer game – is more conducive to productivity than the traditional office environment. If they can get their work done without having to worry about the stress and expense of commuting, they see no reason to come into the office five days a week.

Paid time off is another factor Millennial candidates tend to weigh more heavily than previous generations, according to the Jobplex report. While the traditional model is to work one’s way up toward earning more PTO, many Millennials would rather not wait months or years before they get two weeks of paid vacation, and they’re averse to buying vacation time from their employer.

This is especially true since most Millennials tend to leave their jobs before they have earned extra PTO. Although it is common for working mothers to seek greater job flexibility at a Philadelphia staffing agency, Millennial dads are increasingly making the same demands with NYC recruiters. Family life is converging with both men and women taking on more equal parenting roles, the report said. The traditional paradigm of the woman staying home or making concessions around her career is seldom the case anymore.

That means companies that are less accommodating of parents who need flexible hours or time off to take care of their kids stand to lose both male and female employees. Smart companies provide training programs during and after maternity/ paternity leave to keep parents informed about changes at work and what is underway so that they are up to speed when they return, the report added. Some new parents might also want to keep working for their employer but move to a different department where they won’t have to travel as much or work long hours.

Instead of asking employers to consider work-life balance, the author pointed out, Millennials are more concerned with work-life integration. They know that technology can help them bring the office home and vice versa. They also want to be working assisting on projects that align with their personal values. For example, companies that allow employees to take PTO to volunteer and do charity work are very popular among Millennials.

Money is Not Enough

And when it comes to what they can do for their workers, employers should consider offering more than just a paycheck, which tends to mean less to Millennials than other aspects of their job, said the report. Businesses would be better served if they focused on creating a constructive, collaborative environment in which employees can contribute meaningfully and are made to feel like a valued member of the team.

“This generation is one that, in many ways, wants it all,” said Ms. Reynolds. “They want the satisfaction derived from meaningful work and relationships in the work environment AND they want to be compensated commensurate with their contributions.”

When Millennial workers do depart from a company, managers should understand that it’s usually nothing personal. “Because Millennials are not as loyal to the companies for which they work, they’re also not necessarily leaving with a negative attitude,” said Ms. Basem. “I’ve worked with managers who thought that if an employee left, that employee was being disloyal and they might be quick to write them off. And I think a Millennial manager today knows the relationship is going to wax and wane over time.”

A New Definition

As in other aspects of life, Millennials are changing expectations and creating a cultural shift as to what constitutes a good employee, the report said. Rather than defining an employee by the hours they work, it offered, Millennials are more interested in the specific contributions workers make to their company. It is not just the amount of work they get done, but how they go about doing their work, the kind of work they do, and the new and innovative ideas they offer.

“Every company and industry will require slightly different amenities,” said Ms. Reynolds. “I believe that an increase in access to the right technology would be at the top of the list, including conferencing systems where teams of people can work virtually to develop products, concepts, frame work flow and ultimately achieve goals set by management.”

Companies like Google, Facebook, Evernote, Best Buy and Bain & Company are famous for successfully recruiting and retaining Millennial talent by offering free food, competitive vacation/ PTO and maternity/ paternity leave, among other incentives, said the report. Millennials often look for amenities like on-site gyms, it continued. In the technology space, they tend to like the idea of free food and meals. Depending on the sector, some companies have margarita machines and other compelling additions to the office.

But for Millennials, work goes beyond simply getting freebies. “It’s about creating the space where people come together and get to know each other, as opposed to just being thought of as workers, working at their desk around a certain project,” said Ms. Basem. “I can tell you the ping pong tables are well used in every location we have.”

Original Article: https://huntscanlon.com/accommodate-millennials-workplace-demographics-shift/