Depending on who you talk to it can seem as though MSPs are the answer to everything or the worst idea ever. Most people’s opinions fall more reasonably on the spectrum, but where you land likely depends on what your role is and how you interact with an MSP. Procurement professionals are more obvious champions while hiring managers and suppliers might give mixed reviews. If you’re an IT manager working with an MSP you’ve certainly got your own opinion – a bane, a boon, or a little of both?
Perhaps you have recently caught World Cup fever or maybe you’ve been a longtime fan, or perhaps you’ve remained immune to the charm and excitement of “the beautiful game.” No matter what, it is likely that you’ve heard at least something about Uruguay’s star player, Luis Suarez, biting Italian player, Giorgio Chiellini. (For more details, click here.) It’s shocking to watch, and further shocking since it is the third time he has done this in his career. Much has and will be written about this and with good reason. There is an opportunity to learn and not just for those directly involved.
As we have talked about many times on this blog, finding and retaining IT talent has been, and for the foreseeable future will be, one of the most pressing business challenges for employers. The challenge has become so great that offering perks such as free gourmet lunches, five figure referral bonuses, and time to work on pet projects have become common place. So it is only natural that Computerworld would rank the top IT places to work.
InformationWeek’s Annual Salary Survey is out and for a few columns now I have been looking at different parts of the report and thinking about what some of the results mean to me, ATR International, and our clients. I have one last thing that I wanted to share with you in case you missed it.
InformationWeek’s Annual Salary Survey is out and as always provides an interesting look at IT salaries and great insight into what IT workers are thinking about. One thing that caught my attention as I reviewed the details were the results around training and education, which shows a bit of a disconnection between what IT workers are thinking and doing.
We all know the common stereotype of an IT professional – socially awkward loners who enjoy spending most of their time in front of a computer screen. Behind this stereotype though are the very real differences between introverts and extroverts. We live in a world that overly rewards the socially outgoing extrovert, misunderstands introverts, and therefore undervalues and underappreciates their contributions to the workplace.
By far the question I am asked most often is “how can I find the best IT workers,” and recently, with the job market for many areas statistically at 0%, “how can I find any IT workers!” I also field questions about how to retain those workers – whether it is ensuring that a consultant stays on through the duration of a finite project or retaining key permanent employees. People are unpredictable and motivated by numerous different things and not all of them are in your control. But there are things you can pay attention to that can make a difference. In our new eBook, The 3 Critical Things You Must Do To Attract The Very best IT Talent, ATR provides our advice on what you can do to find, attract and retain the best performers in the industry.
Perhaps control is the wrong word, too definitive – influence is a better choice. While there is great diversity and range in what matters to an employee, there is also some consensus about the things that most people care about. Based on these factors, there are concrete actions that you can take to make your company more attractive to the top professionals that you want to hire.
It’s one of our worst nightmares: an IT contractor walks out on an assignment in the middle of the day. My heart sank when I read the story of a UI/UX Designer placed at Apple who did just that. Contract Worker Walks Out on His Dream Job at Apple – Literally. Thanks to Staffing Talk for covering Jordan Price’s self-published piece. The story in short is that Price, placed on a temporary assignment at Apple through a subcontract, thought he had landed his dream job. Instead, he reports numerous problems including a bumpy onboarding process, too many meetings that he felt were disruptive to productivity, long hours, and, most concerning, a boss who was insulting, bordering on harassing. As to why he didn’t talk to someone and just quit, he says, “I didn’t feel there was anyone to turn to. It was unclear who exactly I even worked for or who I should share my grievances with.”
The search for the best ways of attracting and retaining talent is a never ending quest and there is no shortage of advice available on how to do it. One nearly universally accepted truth is that it helps to know what your workers want. Money is not the only motivating factor and sometimes not the most important one. We’ve written about this before in Staffing 360 (Are you Building Temples? and Training and Opportunity Key to Employee Retention). Today we offer you a quick reminder of many of things we’ve reported before. Glassdoor has put together a good infographic specific to recruiting software engineers, and it concurs on many fronts with what we’ve said previously.