Posted by Murshed Chowdhury on Tue, Jan 24, 2012 @ 11:54 AM
By: Murshed Chowdhury
As specialists in placing Microsoft Technology Professionals, I am always asked by my clients as to how important is it for them to retain their hands-on skills, whether it is .Net, SQL, Windows Infrastructure or Sharepoint. My response has always been, and will continue to be, that it is essential to remain technical, no matter what level you achieve in the management hierarchy. Let me clarify what I mean by that. Being technical does not mean that you have to be involved in every aspect of the database, code or infrastructure. However, you do need to be knowledgeable of the latest trends within your area of expertise to some degree. What I saw in the latest recession was, managers who were making very good salaries when the market was doing well, were now willing to take positions paying as low as a quarter or a third of their previous salaries. When asked why, the response was almost resoundingly the same; “I became so removed from the technology that I all is do is manage, and my firm has laid off so many people that, my management skills are less warranted than before.”
It is imperative for you as a technologist to always remain abreast of the technologies you manage. Here are some essential reasons why:
The complaint of many technologists as they seek a new job is that their manager is clueless about the technology and therefore they are not inspired by them.
You remain a vital player in the organization because you bring a strong management background combined with your technology knowledge. Essentially, you are very hard to replace. Upper management will think twice, since they not only lose a manager but also a great technologist as well. Their fear would be compounded by the facts that losing such a person would have a great impact in the team, and you would be that much more difficult to replace. This also helps during reviews and discussion around your bonus. Finally, from a recruiting standpoint; you are that much more marketable when you are looking to change positions. More and more prospective companies are looking for that blend of technology expertise and management. You will be ahead of the competition in what is still a very tight job market.
How do you do that? Here are 3 ways how you can make sure you don’t become that ivory tower IT manager:
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Read, read, read. As a technology manager, always read about the latest and greatest trends within your technology niche. The Microsoft Partner Network portal, or the Microsoft website itself, is a great tool for information on the evolving trends that affect your technology.
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Training, conferences, events. Enrolling in training classes, attending conferences or hosting and participating in events are great ways to stay abreast of your technology. It is a great way to network, meet others who can share market information with you and it can be a great way to see what is out there whether you are looking for yourself or scouting talent for your own team.
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Spend time with your team. One easy way managers can keep themselves ahead of the technology curve is by spending more time with their own team. Stay late or come in on a weekend and do an implementation or project with your direct reports. They are in the trenches and can provide you invaluable information as to what are the specific challenges they see with the technologies they are responsible for. This can be quality time with your team as they are you most vital asset for your own success. Managers who engage in this practice, report that they feel more camaraderie with their team and have a better understanding of the technologies they are trusted with.
In conclusion, I strongly urge all IT managers to make sure you stay true to your passion and retain that technical know how that got you to where you are. Even If you feel you might have lost some of that passion for the technology along the way, it still important for you to be cognizant of the latest trends. The most unique thing about technology is its ability to be innovative, disruptive and progressive. Microsoft is a pioneer in advancing technological advancement and growth and it only makes sense that those who champion their technologies would think and behave the same way.
Posted by Murshed Chowdhury on Mon, Dec 19, 2011 @ 11:30 AM
By:Murshed Chowdhury
As individuals we can advance our cause, promote our business or build our own personal profiles online while learning and meeting great people. The way we do that is by attaching ourselves to a particular platform. Linkedin is just one example of a platform that showcases the tremendous impact that social communities can have on global business.
A platform, as defined by the Webster’s dictionary, is a body of principles on which a person or group takes a stand in appealing to the public. Platforms are very beneficial for those who want to advance themselves in entrepreneurship, charity, or community affairs to get involved with some organization or association which can help them broaden their horizons. Having a platform can help bring together others who share your ideas and passion.
Online platforms can take the form of a social network, blog, website, business, cause or idea. They are only limited by your imagination. Online platforms enable you to reach a larger number of individuals by having the online community at your disposal. Digitally, you can make your mark through social media, by writing or discussing your interests online. Being a blogger, website founder, writer, publisher, or author, you can gain visibility and credibility in a relatively short amount of time. Whether you choose sports, politics, non-profits or business, online platforms give you access to individuals you may not have been able to engage otherwise. Your interests serve well as talking points when meeting new people who share similar interests.
Online platforms such as LinkedIn are also excellent learning opportunities. You can educate yourself on the business or cause you are working for in the questions/answers section, connect with and learn from others who may be experts in that particular field, or meet many like-minded individuals to network with. As many experts have stated, power or real wealth is dictated by the caliber of your network. Who is part of your network? How influential is it? Use the online tools to make contact and then take it a step further and meet with the person you’ve connected with.
By having an online platform, you can also build your own brand identity. Maybe you are a good speaker, organizer or leader. Maybe you have a talent or talents that you are unaware of or waiting to unleash. That is why it is important to utilize the platform of your choice. There can be more than one. You can use LinkedIn for business, Twitter to follow prominent people in your field of interest or Facebook for news/events. Either way, you can be “out there” meeting people online and/or steering them to your blog/website. Look to the power of online platforms to advance your ideas, objectives and causes. The world is always in need of good ideas, perspectives, thoughts and insights. Why not share yours online and see how many people you can reach?
Please be advised to effectively learn the platform you are interested in and make sure you remain consistent. You have to give it time. Engaging people online takes time and can be a bit overwhelming. So take your time and see which online platform interests you and proceed patiently. The last thing you want to do is start 5 different things at once and get discouraged before you have a chance to bear fruit.
So with that mind, get out there, take your passions online and find the best platform(s) to engage others around you and make the world a more interesting place.
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Posted by Murshed Chowdhury on Mon, Dec 05, 2011 @ 07:55 AM
By: Helen McGoohan
Good news! Hiring is up! The latest figures released show that unemployment is down to its lowest rate since 2009. Last month, unemployment stood at 9%, but it has fallen to 8.6% for November primarily thanks to job creation by the private sector.
If you are still searching, don’t abandon all hope for the holiday period. Whilst this period is typically known for being quiet on the job front, this might not always be the case, as highlighted by Lynn Taylor. This common misconception can be an opportunity. While all your competition are relaxing over the holidays thinking that there isn’t going to be much out there you can be working hard to ensure that you do get noticed.
Forces such as a lull in typical work for management and more free time for you to spend on social media all work in your favor because you can reach potential employers much easier and with fewer distractions. Now is an excellent time to get your resume out there. Go on the offensive and beef up your social media presence to make contact with companies you’d like to work for or those you see are hiring.
A wealth of information is available on our blog page in the form of tips for using social media for recruitment and how to do your best in your tech interview. Check it out and make sure you’re up to speed and in shape to nail any interview you may get.
Posted by Murshed Chowdhury on Wed, Nov 23, 2011 @ 09:23 AM
By: Helen McGoohan
Despite unemployment rising to over 9% in the U.S. this year, the demand for IT staff has remained high. According to SimplyHired.com the demand for IT staff has risen 24% between March 2010 and Sept 2011 and the number of Microsoft jobs has also steadily been increasingly. This could partly be attributed to the fact that many companies were holding off on spending until they felt the time was right to invest in their business to grow. Companies see that technology will allow them to drive their businesses forward and are beginning to invest, leading to a rise in the demand for personnel.
Certain positions experienced greater growth than others, Webform jobs increased by 35% whereas Winform jobs decreased by 38% (Simplyhired.com). The most popular job areas that experienced strong growth were Biztalk, Sharepoint, Webforms and Windows Presentation Foundation where demand increased by 15%, 11%, 35% and 22% respectively. (Simplyhired.com, Period March 2010-Sept2011) In some areas there are more jobs than candidates and this has made hiring a more challenging process, in particular companies have reported struggling to find the right candidates for mid to senior level positions. (Robert Half) This is having a detrimental impact on businesses at a time when they need to be operating at their most efficient. A recent report published on staffingindustry.com stated that “Eighty-one percent of IT leaders say timelines are missed due to a lack of agility in bringing in new skills. Meanwhile, 77 percent say it affects their ability to effectively respond to business demands.” When the need for a new employee arises it is vital to ensure that the hiring process is swift, effective and results in the perfect candidate being hired.
Infusive Solutions offers its clients a personal, efficient service that ensures the best talent out there is offered to your company. We are also part of the Microsoft Partner Network and are specialists in placing Microsoft technology experts. For more information contact us on 646.213.2000, visit us at www.infusivesolutions.com or connect with us on Facebook, LinkedIn or Twitter.
Looking Forward to 2012:
- The IT staffing industry is set to remain positive in 2012 with a continued demand for IT professionals as many companies seek to fill positions.
- Mobile recruitment is to become a big trend in the recruitment market in 2012. This will occur in the form of mobile optimized recruitment sites, SMS messaging, QR codes, mobile apps and mobile advertising. Be sure to look out for our newsletter next month which will deal with mobile and its uses for HR and Recruitment in more detail.
Posted by Murshed Chowdhury on Tue, Nov 08, 2011 @ 03:31 PM
By: Helen McGoohan
Since its inception in 2004, Facebook has become undoubtedly one of the most popular social networking sites and is a focal point in the daily routine of many people. With over 750 million users, it has been debated that Facebook is purely a social platform and contact from companies would be viewed as an intrusion into their personal lives. Facebook recently announced that it will be teaming up with the Department of Labor and some career agencies to help the unemployed find new employment. Facebook’s broad and diverse user base means that there is a huge talent pool out there for both companies and recruitment agencies. Has LinkedIn already cemented its place as the social media platform for job recruitment, or does Facebook have a role as well?
From an employer’s perspective, Facebook users are easier to reach because they tend to spend more time on the site compared to LinkedIn. Facebook page users can currently post available positions on their company page as their status update. Positions that are posted are able to be seen by anyone following that company page. Those who follow a company or brand hold an interest in the company, and therefore could potentially place a higher value on working for that company.
Although Facebook has a strong reach, many people do not want their Facebook profile attached to their business persona. LinkedIn offers users a chance to focus on their professional credentials rather than their social experiences. Engaging with a potential employer or recruitment agency on Facebook may not be appealing for many users, because they might not want to have to censor their profiles or adjust their status updates to reflect a more professional attitude. Facebook is already considered a valuable tool for communicating with customers and building a brand image, but is a platform for recruiting on Facebook going too far? While the above factors would seem to be a deterrent, Facebook might have a role as a form of online social jobs board as discussed by Joe Light for the following reasons:
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First, personal referrals have a huge clout and Facebook would facilitate this among its users as sharing content is easy and quick to do. A recommendation from a friend will resonate and connect with a user on a far greater level than an ad or company message.
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Facebook users span a broad range of demographics and with over 750 million users, so Facebook can be a huge resource for employers.
Therefore, we need to ask whether or not Facebook will have a future role as an online job board for companies and recruitment agencies. Would simply posting jobs on the company page be viewed as less intrusive than contacting an individual directly? Would you like to see companies advertising vacancies appearing in your news feed, or do you think that Facebook should be used solely for company updates and engaging with customers through discussion and content? Post your comments below and let us know what you think!
Posted by Murshed Chowdhury on Tue, Nov 01, 2011 @ 03:33 PM
By: Murshed Chowdhury
With the changing times, the demand for technical professionals keeps rising. In addition to finding new workers, you need to hold on to those you have. How do you hold onto your best IT professionals?
Just a few decades ago, people would stay employed at one company for their entire working career. Now, people are looking for change and progress at every point in their lives. With the rise of available technical jobs (full-time, part-time and contract positions), IT professionals are in demand in today’s job market. The advancement of technology has led to an increased need for companies to continuously hire new IT employees to keep with this changing trend.
It is important for companies to think about how to retain employees, especially since there is a higher premium for certain advanced tech skills such as Unix and Cisco. Employee retention strategies are necessary to keep your finest workers, as well as a plan for replacing them if they were to leave the company. As the market opens up, the competition for employing the best talent increases.
According to the Department of Labor, 64% of working Americans left their jobs because they did not feel appreciated. Gallup research also showed that 70% of working Americans felt that they do not receive any praise or recognition on the job.
It takes a great business leader to look towards the future and anticipate any problems before they arise. By taking a proactive approach in making sure your employees feel appreciated, you are fostering commitment and a sense of pride in working for your company. Understanding vital employee needs is the road to overall company success.
Four tips to motivate and retain employees:
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Provide Feedback and Recognition - While compensation is important to employees, what tends to motivate them to perform at higher levels is thoughtful feedback (positive and negative). This kind of personal recognition helps indicates true appreciation for their work.
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Promote Education – The innovative field of technology requires continuous education and training for IT professionals. Tuition reimbursement or providing challenging experiences will make a strong impact on an employee’s experience.
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Boost Morale by Rewarding the Deserving – Acknowledge the contribution of your employees by buying them lunch or giving out gift certificates for local stores or restaurants to signify a job well done.
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Create a Work/Home Balanced Environment – IT professionals tend to have heavy workloads as well as long working hours. Allow flexibility in an employee’s work schedule to accommodate both their work and home lives.
Infusive Solutions understands that it takes a lot of dedication to find individuals who will become the best employees for your company. Consider putting just as much effort into retaining this top talent as you did into finding them. In addition to offering a competitive salary and benefits package, showing your employees that you value them can go a long way in retaining top talent. Finding ways to help your employees feel appreciated keeps them motivated and loyal to your company.
Posted by Murshed Chowdhury on Thu, Sep 29, 2011 @ 12:25 PM
By: Murshed Chowdhury
Although unemployment remains high nationwide, the IT market remains strong and job growth continues. Some reports I have come across even indicate that there is a shortage of technology talent with more open jobs than available talent. This seems crazy when looking at a national unemployment average at 9.1%. Basically, it pays to be in the technology field, and in many cases, it pays well.
The top markets vying for tech talent are the NY Metro, DC Metro, Chicago, Houston and the N. California areas to name a few. In these areas, top tech talent is not only difficult to find, but when they are discovered, they don't remain in the market for long. This puts the burden on employers to ensure their hiring process reflects market conditions.
Just a few years ago, companies could take their time when weeding through available talent. The recession forced many to go on the market looking for work and only a few companies were hiring. Now, good IT talent is becoming harder to come by and there is increased competition for that talent.
What companies can, and need to do, is really take a good look at their hiring process. Is the process that you have in place reflective of market conditions? What can be tweaked or improved to better attract and capture talent?
A few things come to mind right away, when looking at a company's hiring process:
- Is this position approved?
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Do you have someone dedicated to filling this role?
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Are you going through the resumes quickly and effectively?
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When a matching resume comes across you desk, are you conducting interviews right away?
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Are candidates coming in for multiple rounds and days of interviews, or can they be condensed into a day or two?
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Is everyone who needs to meet with the candidate available, and if not, can you proceed without them?
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Are you providing proper feedback?
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If and when you find that right hire, are you able to pull the trigger and make an offer?
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How long do you let them hold on to your offer?
These are just some… and I mean just some… of the things that we see that can be improved upon. What I am NOT saying is that you need to compromise on being thorough, but rather, be thorough and efficient. The longer a position remains open, and the more drawn out the hiring process, the more resources (money, time) are being wasted that can better allocated elsewhere.
We approach the 4th quarter which typically is a busy quarter for the IT recruiting market. Vacations are over, the fiscal year is ending for many, budget reviews are taking place, bonuses are being decided and a new year approaches. Are you positioning yourself, your team and your organization to meet the challenges of a competitive and aggressive IT employment market?
Posted by Murshed Chowdhury on Thu, Aug 04, 2011 @ 02:45 PM
By: Stephanie Parra
There is no doubt that in the past five years, the world of business has been changed and impacted by social media. As social media continues to expand - increasing number of sites and members - companies are starting to embrace the
power of these outlets when hiring employees. As more information is accessible over the Internet, some employers are adding social media searches to the usual background checks when considering candidates for employment. According to Joe Bontke, outreach manager for the Equal Employment Opportunity Commission’s office in Houston, “75 percent of recruiters are required by their companies to do online research of candidates. And 70 percent of recruiters in the United States report that they have rejected candidates because of information online.” Infusive Solutions has worked with companies who have rejected candidates based on what they found about clients through their social media pages. In a world where employees and their actions reflect the company they work for, human resource management and recruiter personnel are taking social media background checks seriously.
You may be thinking that a search like this will take too long for busy recruiters, however software has been created to allow companies to easily run background searches on potential candidates. Social Intelligence is one example of a start up company that is geared toward finding out information about potential employees for companies. Social Intelligence searches the Internet for everything prospective employees may have said or done online in the past seven years. This could really hurt someone that is job hunting or going through the hiring process. While the Internet provides many benefits to the large number of users, it is important to be aware of what your Twitter, Linkedin and Facebook pages could portray to a future employer.
The Don’ts of Social Media
- Don't include a link on your resume to any site which includes inappropriate content
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Don’t post pictures or make a status that you don’t want a future employer to see. They do not want to see what you did during college or over the weekend
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Don’t forget to up-date information on resumes and social media sites. Make sure the information is accurate and consistent!
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Don’t assume future employers can’t find you online because they can.
The Do’s of Social Media
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Check your privacy setting on your social media pages to only allow friends to see your information. This will help block future employers from being able to search through your page
- Go through your social media sites and delete inappropriate content (postings, pictures, links etc.)
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Consider making a personal professional website or blog to highlight accomplishments. This can help you positively manage your online reputation
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Build a strong network on all your sites to promote yourself. Connect with employers via Linkedin (if you have completed your profile and use it for professional purposes only!) Employees at Infusive Solutions are constantly browsing Linkedin and connecting with potential candidates and clients on Linkedin
Social media can be a powerful tool for connecting with employers and creating a positive image for you. But remember what happens in Vegas, stays on Google!
For more information on using Linkedin professionally, look at the blog posting “8 Ways Linkedin Can Help Your Job Interview Techniques” written by Murshed Chowdhury.
Posted by Murshed Chowdhury on Tue, Jul 26, 2011 @ 07:57 AM
By: Stephanie Parra
The secret isn’t really that big of secret, except many interviewees over look its importance. The secret is to always write a thank you letter no matter what level position you are applying for, regardless of how you think the interview went! You may be thinking that this is common knowledge; however, you would be surprised to find out the amount of people applying for positions that do not write thank you letters. The simple act of sending thank you note can go a long way in the mind of a potential employer and can accomplish several tasks.
A Thank You Letter? Why?
In today’s competitive job market, you should be proactive and take every chance to expose yourself to a potential employer. A thank you note allows you to follow up with the people you interviewed with, express more interest in the job, and show that you are professional and courteous. While doing this you are helping the interviewers remember who you are and making a second impression on the employer. As I stated before, you would be surprised at the amount of candidates that do not send letters. At Infusive Solutions, we inform 3 out 5 candidates to send out a thank you letter. Sending a letter will differentiate you from the competition and give you an advantage in the hiring process. Although a note will not guarantee you a job, most interviewers notice when you do not send a thank you letter and will therefore think you are unprofessional or no longer interested in the job. According to a new survey from CareerBuilder.com, more than one-in-five hiring managers say they are less likely to hire candidates who don't send a thank-you note after an interview.
The Thank You Letter
Now that you recognize the significance of a thank you letter, it is important to understand how to write one. The goal of a thank you letter is to make you sound professional, increase exposure for yourself and reinforce your qualifications to the potential employer. The key to a successful thank you letter is to act fast and make it short. Within a day after you've interviewed for a job, spend a few minutes writing a letter to all the people who interviewed you. The letter should be no longer than a few paragraphs and only contain relevant information. While there are many options on how to write a thank you note, a simple template is outlined below.
First Paragraph:
Second Paragraph:
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Briefly reiterate how your skills are valuable to the hiring manager
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Address important qualifications that did not come up in the interview
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Mention an interesting topic or rewarding moment from your interview.
Last Paragraph:
Signature
To see a sample thank letter, please visit our Job Seeker Resources section. Overall, a simple thank you letter will go a long way in the interview process and help you get the Tech Job of your dreams!
Posted by Murshed Chowdhury on Tue, Jul 19, 2011 @ 09:23 AM
By: Stephanie Parra
A reoccurring theme of the monthly Dice Reports is technical professional shortages. Going through multiple Dice Reports, I have noticed that the number of technical jobs (full-time, part-time and contract positions) continues to increase month-to-month. Technology continues to advance at a pace that fuels companies to continuously hire new employees. Shortages of technical professionals can be attributed to a number of things such as a lack of degrees, increasing demand and need for certain skill sets.
Demand
As technology wars between companies and products continue to heat up, the demand for technical professionals climb. Not to mention all the tech jobs already available, the increase of mobile and cloud-based applications furthers the demand for technical professionals. Companies are looking to find candidates to fill positions, but they are also set out to find those who are extremely tech savvy in order to stay afloat in the competitive game. However, hiring managers are finding it hard to find people with the skill sets that fit their open positions. Finding qualified people is very time consuming, and these days, extremely aggressive among competing companies. One way managers have looked to offset the shortages and competition is by looking to outside IT recruiting agencies, like Infusive Solutions, for assistance in finding top tech talent. Everyday at Infusive Solutions, the recruiting team finds that more positions are opening up for technical professionals and they set out to help hiring managers find people with skill sets that will fill their open positions.
The most difficult skill-set or position to fill today in the Northeast Region:
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Java
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Mobile
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.Net
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SAP
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Web Developers
Shortages
First, nearly every state in America has seen a decline in the number of computer related bachelor’s degrees. According the “America’s Tech Talent Crunch” article, Craig Barrett, former CEO and Chairman of the Board of Intel states that “The reason is pretty simple. In the United States, students either choose not to major in engineering or they do not make it through the system”. As a student at Syracuse University, I have noticed that many students who are Engineering and Computer Science majors put long hours at computer labs and have a course load that is much heavier than other majors. Because of these factors, students often drop the major and pick up a major that is less time consuming. Students are not willing to put in long hours and take hard class to obtain this type of degree, even though it is one area where jobs are continuously opening.
According to the May Dice Report, the top 10 shortage states are:
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California
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New Jersey
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Texas
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New York
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Massachusetts
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Illinois
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Washington
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Connecticut
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Virginia
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Washington, D.C.
As technology continues to advance in many areas such as applications and clouding computing, available jobs for technical professionals will further increase. However, these jobs will not be filled unless future students take interest in what the technical professional field has to offer.