Full Employment States – More than at any time in the past 20 years
Full Employment States are defined as states that have unemployment rates at 4.0% or less. With the latest unemployment numbers reported, there now are 36 states that have reached that milestone.
When looking at the states on a year to yar comparison, it is very clear how the overall job market has improved.
When looking at the full employment states, only six have unemployment rates that are higher this year than last year. However, in each of these case both this and last year are both at full unemployment levels.
Full Employment States – IT Job Market continues to expand
With the state of the economy as it is, the IT Job Market continues to tighten. We forecast that over 107,000 new jobs for IT professionals will be ceated in this calandar year. That will make it two years in a row where the number of new IT jobs created is over 100,000.
Pressure is added to over salaries as it gets harder to find qualified IT professionals to fill roles in he new electoric market place. Blockchain and the move towards get data, including big data, closer to the consumer of the it. New roles are define like the Chief Experience Officer (CXO) whi is the driver the enterprise’s growth in the user experience arena. They oversee operations in all user experience sectors like marketing, image setting, mobile applications, social media, related technologies, and virtual goods, as well as web-based management and marketing.
Top 10 Interview Questions – As recruting for strong IT professionals, what are the questions that need to be asked. In Janco’s Interview and Hiring Guide there a many tips and best practices that should be followed. Incuded are a number of top 10 lists of things to do. The Top 10 Interview Questions are:
What is your greatest strength?
What is your greatest weakness?
How do you handle stress and pressure?
Describe a difficult work situation / project and how you overcame it.
How do you evaluate success?
Why are you leaving or have left your job?
Why do you want this job?
Why should we hire you?
What are your goals for the future?
What makes you the best fit for our organization?
Other Interviewing tools
Each of these questions opens up the interview process and provides the interviewer an insight in to the candidate they are intervewing.
ncluded in the Guide are specific questions to ask in several areas including:
Position the candidate is interviewing for
Education and training
If this is a remote worker
Decision-making and creativity
Management and leadership
Non-work activities and interests
Questions that should be avoided
To make the recruiting and interviewing process meet the criteria set by world-class organizations, included are:
Questions the interviewer should be prepared to answer
Chief Experience Officer (CXO) Job Description. The Chief Experience Officer (CXO) drives the enterprise’s growth in the user experience arena. They oversee operations in all user experience sectors like marketing, image setting, mobile applications, social media, related technologies, and virtual goods, as well as web-based management and marketing.
The CXO is not only a user experience expert but also a seasoned marketing, brand, and product manager. As the role is transformational, the CXOs is responsible for the adoption of consistent user interfaces across the entire business. As with most senior executive titles, the responsibilities are set by the organization’s board of directors or other authority, depending on the organization’s legal structure.
The C-Level job description bundle contains the top eight (8) IT job descriptions. Each is between 5 to 8 pages long and is at the level of detail that KPI performance metrics can be defined and related directly to both employment contracts and compensation/bonus levels.
Chief Information Officer(CIO)
Chief Information Officer (CIO) – Small Enterprise
IT Job Market 2019 – in the first 4 months of the year the number of new IT jobs created exceeds 40K. That rate of growth is at a level that is beyond the number of individuals graduating from universities and trade schools.
IT Job Marker 2019 – April shows that 95,500 IT jobs heav been added in past 12 months. That is inspite of the loss of 29,600 job in Telecommunications
IT job market 2019 growth is at a pace that will be beyond anything that we have witnesses since the late 1960s.
A steady progression in the number of new IT job created has been consistent for the last two years. We do not see that changing for any time soon.
The areas where there has been the greatest inscrease in demand has been for those applictions that depend on remote users. For example, iOS and Andraoid applications which access big data are where there is a grea shortage of skilled IT Professionals. Add to that, the implications of cryptocurrency applications including blockchain and distributed ledger technology and you will find the disciplines that are the focus of new job creation.
In the course of analyzing data for our Mid Year IT Salary Survey, we found some interesting data on the Data Scientist position. First the individual who fill that role are on either coast . Few , if any, Data Scientist roles are in makets other than the technology centers. However, the median salaries for those postions is quite high.
Data Scientist median salary is around $210K. However the highest medias are San Francisco Bay area and Boston. Both of which is where there significant new product development.
Women career opportunities in high growth positions
Women Career Opportunities are on the rise with both an improved economy and the increased role women play in many organizations. In addition, 3 of the 10 top growth career areas are in IT.
In the IT recruiting process, there now are more women that are in the mix. That includes jobs from CIO to blockchain developer. Recruiters need to be cognicant of the implications of that. To that end, the IT Hiring Kit address the issues associated with recruiting and retaing qualified female IT Professionals.
Based on data provided by the BLS and with Janco’s analysis, it is exceedingly clear that IT will play a major role in the advancement of many women.
Sexism is dead in IT – we think
Of the top 10 growth careers for women 3 are in IT. Many women career opportunities are in these three career areas are:
Software developers, application, and software systems is projected to grow by 12% by 2026 and currently has a median salary of $89,804.
Computer and Information Systems Managers is forecasted to grow by 24% and currently has a median salary of $85,593.
Management Analysts should grow by 14% and current occupants of that position are paid a media salary of $74.734.
All of this point to a bright future for women in the technology.
SME High Paid IT Pros all make over $100 according to Janco’s IT salary survey
SME high paid IT Pros in a job market that shows no sign slowing down. More companies are looking to invest in new technology. This results in high demand for can-do professionals. In additions salaries for these information technology professions is on the rise.
The highest paid IT Pros in the SME job market are all over $100,000. Janco predicts that the median salary for all IT Professionals in SMEs will be over $100,000 within the next year. The top paid individuals are:
Vice President – Chief Information Officer – $165,494
VP – Security (CSO) – $142,525
VP – Technical Services – $138,881
VP – Consulting Services – $138,213
Director – Systems & Programming – $133,190
VP – Information Services – $133,094
Director – Production/Data Center – $115,651
VP – Administration – $108,785
Project Manager – Distributed Systems – $107,203
Manager – Systems and Programming – $106,870
Comprehensive IT Job Descriptions
Along with the salary data provided in the IT Salary Survey, there is an option to get full job descriptions for each of the positions surveyed. In addition, as an option, all 300 plus job descriptions that are published by Janco are available.
Recently the firm updated it IT Hiring Kit which contains the latest salary data and job descriptions.
Options available for getting the latest compensation data along with job descriptions. In addition, this kit comes with the Interview and Hiring Guide
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.
Well written IT Job Descriptions are key to staffing
2019 Version of the HandiGuide contains 300 2 to 8 page descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions that are complete and well written. For example, each job description is 2 to 8 pages in length and well structured. In addition, they all follow the same format and utilize standard style sheets. As a result, they are key to setting functional pay grades, defining career paths, and recruiting qualified staff.
Janco’s descriptions are current and comprensive. Also, they are compliant with all mandated requirements including PCI-DSS, GDPR, ISO, Sarbanes-Oxley, HIPAA, CobiT, and the ITIL standards.
The position descriptions are structured to focus on “Best Practices”. These have been defined by the IT Productivity Center. Also, the descriptions meet the requirements for World Class Enterprises. Foremost, they are ready to use and easily modified to meet an enterprise’s unique requirements. In addition, the descriptions all are reviewed at least annually and updated accordingly. Therefore, those with the subscription service recieve frequent updates.
They are provided in MS WORD, PDF, and ePub formats. Also, a subscription service to update them is offered. The lenght of the upddate sevice is 1-year to 2 years.
The 300 positions include all of the functions within the IT group. They are structured to focus on “Best Practices” as defined by the IT Productivity Center. In addition, they meet World Class Enterprise requirements. They are ready to use and easily modified to meet your enterprise’s unique requirements.
Job Description Format and Strucuture
The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position. In addition, an itemized list of principal accountabilities, and the authority boundaries afforded the holder of the position. Aslo listed are job contacts of the position, and specifications of experience needed for the position. Finally, the career opportunities available to the position holder in the future.
MS Word style sheets are used so all of the job descriptions are in the same consistent format.
The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.
Problems and Chalenges
The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, the opportunity for advancement to a higher position, offering greater challenges, will occur.
Essential Position Functions
For each position, essential position functions are defined. There are additional factors that impact a position. With this in mind, all of the positions have been developed with four items to identify these essential position functions. They are:
The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or responsibility necessary to perform the job function. The tasks are ranked from those most crucial in the beginning of the section to those which are more routine are listed at the end of the section.
The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.
The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.
The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.
The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should, therefore, increase motivation levels.
The ADA does not limit an employer’s ability to establish or change the content, nature, or functions of a job. It is the employer’s role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.
The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.
To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirit of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.
IT Job Description Bundles
For those clients who do not want to acquire the entire HandiGuide there is an option to select subsets of our complete offering. These subsets are focused around particular areas of interest and provide you a way to get the benefits of Janco’s expertise in a limited and lower cost manner. All of the bundles have been updated within the last six months. They include:
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.