Top 10 IT Staffing Issues for CIOs and HR Pros identified
Top 10 IT Staffing Issues that CIOs and IT Pros face when looking at the increased demand for staff.
Survey conducted by Janco Associates, Inc. identified the the staffing issues that CIOs and HR managers have. CIOs and HR professionals in those organizations were asked to list and rank their top 5 IT staffing issues. 129 companies participated in the survey and included both large and mid-sized companies with CIO that had at least 150 professionals under their direct control.
Blockchain DLT career path included as a job family
Blockchain DLT career path has been added to the IT Job Family Classification System. Not only is it included as an individual job family, it is also linked to all of the other IT job families in that offering. Having clearly defined job paths a the first step in long-term career planing. That is true for the individual as well as the company employing them.
Blockchain DLT career path is defined in the classification system. In addition point of entry and exit to the other functions within IT have bee identified
The ways to migrate to and from the Blockchain DLT job family have been identified and documented by Janco. With this tool it is now easy to:
Define career development opportunities within a Blockchain DLT job family and movement into and out of the job family to the other job families.
Discuss career planning, clarify specific training needs, and consider course enrollment and career advancement
Track job applicants and analyze data for reporting
Set pay grades and get accurate salary requirements by understanding jobs and their requirements better
Evaluate jobs more consistently by comparing similar jobs in the same job family
Right time to hire IT Pros – Almost 100K new jobs to be created this year
Before the labor market gets tighter now is the right time to hire IT Pros
The right time to hire IT Pros is now before the labor maket gets tighter. In the first five (5) months of 2019, 34,600 new IT jobs were created. Almost 70,000 more new jobs will be added in the remaing months of this yera. This is the perfect time for development projects. Labor rates have never been lower. From building —
Artificial Intelligent Bots – B2B – Improve Human Resource Experience
Integrations, Customizations and more.
CEO and CIO say focus is on the customer experience – right time to hire IT Pros
CXO drives customer experience. Right staff is critical
A great customer experience is all about catering to the customers’ expectations. Customers can be consumers or staff. Customers want choices, and instant results. Customer experience or CX cloud applications provide customers with seamless, personalized and immediate experiences. With recent trends showing that social media greatly influences customers into making decisions, CX cloud allows an enterprise to engage with customer at every level throughout their life-cycle.
This has created a demand for the CXO – Chief Experience Officer. The CXO needs to drive the hiring effort.
One of the best ways to avoid this problems for IT Prfessional new hires is to implement Janco’s IT Hiring Kit. Rather they are an individual contributor
10 reasons why new hires fail have been identified in a recent study by Janco Associates, Inc. They are as follow:
The Job descriptions used in the recruiting process are not accurate and/or are out of date
The new hire is not a team player
The skills and experiences presented by the new hire are inflated.
The new hire causes friction with the organization
The skill the the new hire has are not a fit to the enterprises requirements
The new hire is not motivated to meet the needs of the organization.
The new hire is looking towards expanding their own resume not to meet the requirement of the position.
The new hire has to have things their own way and are not very adaptive.
The new hire is careless and not very attentive
The new hire is a prima donna
In the recruiting and hiring process, steps need to be taken to see that none of the items above are part of the new hire’s characteristics
Solution to minimize hiring mistakes for 10 reasons why new hires fail
IT Pro’s Hiring Kit – Includes latest IT Salary Data, Interview and Hiring Guide, and 300 Job Descriptions – In today’s economy, nearly every organization faces pressure to have the right talent in place, run at peak efficiency and “do more with less”. With the economy improvement and lowest unemployment numbers in several years, HR departments are pressured to get qualified professionals on board now.
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
Low Unemployment is defined as being at 4% or less. There now are 35 states that have low unemployment.
There now are 35 states that have low unemployment. All but 6 of those states have unemployment rates lower this month than the same month last year.
When all factors are considered this is one of the best general job markets in a number of years. That is especially true for the IT job market that continues to expand as enterprises are investing heavily in technology.
There is still a forecast that says over 100,000 net new jobs will be created for IT professionals in 2019.
Blockchain job are hot
In a review of compensation for 12 comparable Blockchain related positions at a number of enterprises, Janco found that 10 of the positions surveyed had median salaries over $100K. The two positions that did not reach that threshold, were ones that have been around a while and are just now seeing the impact of blockchain. A Manager of Blockchain Architecture commands a median salary of $142,000, a Project Manager Blockchain is at $120,000, a Blockchain Analyst has a median salary of $123,500, and a Blockchain Developer commands $127,000. All at the upper end of salaries for IT Professionals.
Positions related to Blockchain and Distributed Ledger Processing technology are all hot. Salaries are rising and demand fo seasoned professionals is hig.
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:
IT Median Salaries 2018 vs. 2019 have gone up by close to 3% as of Januay. Janco is starting to gather data for it mid-year salary survey. At the end of last year there was a major push by many organizations to increase the number of IT Pros on their staffs. This resulted in the upward movement in compensations.
IT Median Salaries as of January were up by 3.42% in large enterprises and 2.4% in mid-sized ones
In conjunction with the data gathered at that time, Janco looked at some of the “hot jobs”. ERP and Blockchain jobs at that time were in great demand. Individuals can look forward to salaries continuing to increase. The median salary for a Blockchain Developer is $127K with experienced individuals commanding upwards of $172K when they move to new organizations.
ERP and Blockchain IT pros continue to be in high demand
With our current projections on IT job market growth, we believe salaries for IT professionals will continue to increase. By 2020 we believe media salarier for IT pros will be close to $100,000 when performance bonuses are included.