Top 10 Millennial Considerations for Recruiting Managers
Top 10 Millennial Considerations change the way companies recruit. There are factors that are different that recruiters and managers need to consider. We have identified the top 10 things factors when look at this portion of the labor pool.
Top 10 Millennial recruiting considerations identified
Recruiting Millennials was a key factor is the redesign of the IT Hiring Kit
Millennials typically are not looking for long-term career positions. Many are looking to gain knowledge that they can leverage in their next position. The company, the product, or the service provided is not as important as what the millennial can gain for their experience. During the recruiting process, care must be given to understanding exactly what the millennial is looking for in a position, Will it be a short employment opportunity or one they can stick with for a 3 to 5 year period?
The company website is one of the first places that millennials will look for information before they do anything else.
Millenials prefer to submit electronic resumes and apply for positions via the internet (company website) or Social Media accounts.
Social media reputation is a key consideration in their decision to accept or reject a job offer.
Millennials prefer companies that are forward-thinking and digitally tuned. Social media presence is important.
They often will not consider an environment where they are at a desk in football field-sized office versus a telecommuting environment.
Communication and training are key components of the culture that millennials need to understand. These individuals look for companies that have an experience base they can learn from, Typically, millennials do now what to create from scratch. Therefore, they need to have a way to connect with those who have gone before them.
Millennials expect and require modern technology to do their jobs and will specifically look for employers that offer cutting edge tools.
Millennials require that they are in-the-know on company performance and how their contributions have helped the company meet its goals and objectives.
People in this group place person life over work life. Work is only a means to make a living, a long-term career with a company is not the top priority.
Telecommunications Jobs Eliminated as Automation Takes Hold
Telecommunications jobs eliminated as many traditional functions are automated as auto attendants (Voice Mail) are now standard. Also, with increased dependence on WiFi, VoIP and telecommuting employees there is a decreasing requirement for companies to have their own dedicated Telecommunication Departments. Now the primary role of telecom pros is compliance and coordination with the large suppliers of services and products as in-house telephone switches are no longer required by many.
Telecommunications jobs eliminated as Wi-Fi and VoIP take over. Independent IT Departments within most companies are now becoming the exception versus the rule.
In the 1980’s and 1990’s almost every company had its own payroll system with a support staff. As time progressed, standard software packages and payroll services took over. The number of IT professionals in IT Departments who specialized on payroll was significantly reduced or eliminated. The functional support moved to the operational side of the business. Most often those functions were regulated to the Human Resources Department
50% of Telecommunications Jobs Eliminated
In the 19 years since 2000, the number of telecommunication jobs has fallen from 1.4 million to just over 700,000. In addition, that trend is continuing. Automation is taking hold and IT Professionals dedicated to telecommunications are going the way of the switch board operators and office receptionists.
The driving force is automation of routine functions to eliminate the need for expensive staff. We only see that trend continuing. We forecast that in 10 more years telecommunication staff at most organizations will be no existent.
IT Job Market grew In the first 3 months of 2019 by 20,600 new IT jobs were created. Janco estimates that 96,200 new IT jobs will be created in the remaining 9 months of 2019.
The IT Job Market now is almost 3.6 million jobs in the US. It continues to grow as demand for Blockchain and ERP implementions is a driving force
Janco sees high demand for IT Professional staff and middle managers. Most companies have in place executive and senior management and there is not as much demand for those positions. Most of the demand and hiring is at staff levels for IT professionals for specific technology initiatives. Based on our current data we believe the hiring that will be targeted to be completed by mid-summer. Demand for consultants and contract employees will still be above average, with an increase in the last two quarters of this year to augment staffing where there is a shortage of required skills.
To facilitate the recruiting process Janco has just released our 2019 IT Hiring Kit. It helps CIOs, recruiting managers, and HR departments to select, interview, and acquire the talent they need.
The IT Hiring Kit comes with: 1) Interview Hiring Guide with sets of best practices, questions to ask and not ask, background check process, screening and interview process; 2) Latest IT Salary Survey; and 3) Up to 300 IT Job descriptions from CIO to Blockchain Developers. Also available is an update subscription service for a 1-year to 2-year time period.
PCMatic Support Poor at Best, when you have an issue they have no user forum, no real knowledge base to query, no on-line chat, nor a tech support phone number.
We tried the Pro version of PCMatic and found it an interesting solution to the protection arena.
When we had a problem with another program and added to the white list. That did not make any difference. That we found strange. Let me explain.
PCMatic Support should implement polices on Patch Management, version control, and service desk support.
We could install the other program (DriverSupport.com) and add it to the white list. All went well until a reboot was required. PCMatic just REMOVED the whitelisted program. We sent 3 help requests that respond with ROBOTIC canned answers that do not answer the question of how to get around the issue.
There is NO link to a follow-up area, there is NO phone number listed of who I can talk to, and there is NO user forum where I can ask if another user has solved the problem. The only solution that I have is to request a refund.
This is the WORST customer service we have seen yet in the virus protection arena. PcMactic prides itself as being all U.S. made and suppported. They might as well be in India, at least there someone will talk to you.
AVOID THIS PRODUCT IT IS NOT WORTH THE TIME TO MAKE IT WORK. They should spend more on technical support and less on TV ads
Chief Compliance Officer Job Description Just Updated
Chief Compliance Officer Job Description is critical in the recruiting process for an effective CCO. The individual must have a broad vision and perspective. Additional skills enable him/her to function in the ‘global’ regulatory environment. This requires that they consider many key factors to ensure the success of the compliance management processes.
C-Level executives are continuously looking for help in preventing fraud and protecting sensitive information. The fact that key corporate executives carry personal liability in the event of non-compliance virtually ensures compliance to be a key initiative in any large organizations.
Role of CCO
The Chief Compliance Officer oversees the Corporate Compliance Program, functioning as an independent and objective body that reviews and evaluates compliance issues/concerns within the organization. The position ensures the Board of Directors, management and employees are in compliance with the rules and regulations of regulatory agencies, that company policies and procedures are being followed, and that behavior in the organization meets the company’s Standards of Conduct.
Janco’ detail CCO job description provides afocus on these key factors. It offers a strategic and top-down view of this important new function. It defines how the CCO can materially assist the enterprise in establishing a function with an aggregate view of Governance, Risk Management and Compliance. They need to replace the highly fractionated structure that was typical of previous risk and compliance functions that functioned at mainly the tactical and operational level.
The job description is 2,000 words in length and takes up six packed pages of job requiurements.
Compliance Management Team
The Compliance Management Team serves as the focal point for compliance activities. The team typically is composed of persons of high integrity, having other duties that are not in conflict with the compliance goals.
Coordination and communication are the key functions of the Compliance Management with regard to planning, implementing, and monitoring the compliance program.
10 Point Power Checklist Disaster Recovery and Business Continuity
10 point power checklist that adddresses the issues associated with power after an event that disrupts a network, availability of power to recover and run the network often is critical.
10 Point Power Checklist Disaster Recovery and Business Continuity needs to be incorporated into the disaster recovery – business continuity plan. The Disaster Recovery Business Continuity template contains many checklists and best practices to follow. The checklist includes:
Electricity, water, broken wires do not mix. Review all electrical and plumbing plans in detail.
Understand the minimum power requirements to be operational.
Have an adequate fuel supply to operate backup power sources. If the outage lasts for more than 30 days will the faciulity be ale to continue operations.
Set reasonable response times for standby generator.
Maintain your equipment and test it operations. Test at least once a quarter and review supplies on hand.
Understand your environment and geography.
Set up generators in an “open environment”. Carbon monoxide fumes can build up and poison people.
Compliance Mandates come from multiple sources. How companies are impacted by them varies by size of company and the markets they serve.
Compliance Mandates impact every company that does business on the Internet. Few companies are impacted by all of the mandates. In the U.S. the most impactful is the CaCPA inacted by Califorinia and the GDPR from the EU
The EU has implemented a single privacy and compliance mandate. In the U.S. that is not the case as of yet. The U.S. Congress has talked about it but, as of yet, there is no consensus on what that legislation will look like. Until that occurs the various states, and California in particular, will set the rules.
The standards for user privacy and control drove the released of an update to its Security Manual Template which identifies mandated user rights and enterprise responsibilities related to privacy protection. Janco reviewed in detail the California Consumer Privacy Act of 2018 (CaCPA) and generated a detail list of user rights and business responsibilities that are mandated. The CaCPA requirements are very complex and significant resources will have to be allocated for organizations to comply with these new mandates. These mandates will impact all organizations that have an Internet presence in the U.S. and California in particular. The compliance deadline is January 1, 2020.
How to Guide for Cloud Processing and Outsourcing 2019 Version Released
How to Guide for Cloud Processing and Outsourcing 2019 Version Released with new fearures. It now is available in ePub format. The version is provided with the basic product.
As interest in cloud computing continues to gain momentum,there is increasing confusion about what cloud computing represents. Without a common, defined vocabulary and a standardized frame of reference, organizations cannot have a cogent discussion about cloud computing. The practical guide for cloud computing outsourcing addresses this challenge by providing a context for productive discussion and a structure for planning, both short and long term, for a successful implementation.
In a recent study, Janco identified the 5 major reasons why CIOs, and enterprises in general, are moving towards Cloud and Outsourcing as processing solutions.
H-1B Visa make up a major portion of the IT Job Market. Just the visa holders who were approved in 2018 make a total compenstation of close to $15 billion dollars. Those are all high wage jobs with the mean compensation of $91,604.
On an annual basis the mean compensation for the holders continues to rise. Since most of these are “temporary” postions, the long term value for the enterprises is questionable.
H-1B Visa applicants typically go to larger companies. In addition, most of the companies requesting visas are the same year after year. Question is that a way for them to get unique skills or to hold salaries down